303- ABILITYONE PLACEMENT
As a non-profit Company with a social mission of finding work opportunities for individuals with disabilities, the Company (and its qualified subsidiaries) give priority to placing employees who are blind or have a significant disability. There are several state and federal government programs that require our compliance with their program policies to be eligible for set-aside jobs and/or contracts for ongoing employment opportunities.
The U.S. AbilityOne Commission Policy 51.409 requires that the Company maintains a placement program for individuals determined capable and desirous of competitive employment outside of the AbilityOne program. It is our policy to adhere to the Commission's rules and regulations, found here.
Program Generally. We maintain the highest level of integrity in complying with the Commission's regulation regarding the disability documentation of direct labor employees.
Competitive Employment Placement Procedures. It is the policy of the Company to ensure that all employees who are desirous of competitive employment, have the opportunity and ability to request such an assignment.
During the Annual IEE, if it is determined that the employee is capable of competitive employment, they should be offered an opportunity for competitive employment in the community.
Alternatively, if an employee would like to request reassignment to competitive employment (and has the capabilities/accommodations to perform the required work) the procedure is:
o to notify their supervisor/Branch manager that they would like to end their current assignment
o to formalize this request in writing, either via email or letter
Upon notification that an employee is desirous of competitive employment, the supervisor will see if there are any additional, material facts regarding the employee's current position prompting the request. If there are no issues requiring immediate action:
the supervisor will begin a search through the company HRIS/placement system to see if a position that comports with the employee's restrictions is available.
Upon finding a well-matched position, the supervisor will notify the employee.
o If they are still on assignment for SourceAmerica, arrangements will be made so the SourceAmerica customer has appropriate labor
o If the employee accepts the transfer, a time/date will be arranged to start work on the new assignment.
The Company also works with Meadowlark Employment Services, which has the appropriate supports, networks, and job coaches to assist with the transition to competitive employment.
@2021 The DPI Group. All Rights Reserved. Revision Dates: - 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.