302- DISABILITY DOCUMENTATION

As a Qualified Rehabilitation Facility (QRF) in Oregon and in states with similar set-aside programs, DePaul Industries and Northwest Success (the subsidiary companies with primarily state and federal contacts) give priority to placing employees with documented disabilities. Applicants will only be asked cursory information about their disabilities prior to an offer of employment. Until the post-offer disability documentation is verified, the employee’s disability status will be marked "pending".

Sixty calendar days are allowed for verification of documentation. If documentation is not verified, after one month the employee will be indicated for purposes of state and federal programs as a person without a disability. That status may change anytime documentation is received and verified. 

The annual ‘Individual Eligibility Evaluation’ (IEE) process is conducted based on the anniversary of their initial certification (rather than their starting employment date). The IEE is a process of checking back in with the employee to evaluate their limitations and any accommodations that have been made or could be made, to assist their work. 

DePaul Services (primarily private customer contracts) has a social mission of maintaining a 50% ratio of hours worked by individuals with self-reported disabilities and other barriers to employment. 

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.