For EMPLOYERS - OUR EMPLOYment SERVICES

It is our mission to help persons with disabilities attain a higher quality of life through achievement of their vocational goals. We can only do that with your help. People with disabilities represent the single largest minority group seeking consistent and regular employment in today’s market, and they are eager to join the workforce.

At ECVC we work with you to determine your placement needs and what would be the optimal employee for placement. We evaluate, pre-screen and work diligently at matching our clients with available jobs within your organization at absolutely no cost to you.


Potential Employment Candidates

Get Started

Are you ready to learn more? Does the opportunity to have a willing pool of motivated, trainable employees interest you? Then it’s time to contact our placement professionals. Let’s get to work!

Contact us at 252.347.0317 or fill out the form below.

Myths & Facts

There are plenty of misconceptions about hiring persons with cognitive or physical disabilities, but many of those misconceptions result from a lack of experience in working with persons with disabilities. The reality is that there are motivated groups of people who are hungry for meaningful work and will help you meet your organizational goals. Here are some more myths and facts about hiring persons with disabilities.

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Myth: Persons with disabilities need to be protected from failing.

Fact: Persons with disabilities have a right to participate in the full range of human experiences, including success AND failure. Employers should have the same expectations and work requirements for all employees.


Myth: Persons with disabilities are inspirational, courageous, and brave for being able to overcome their disability.

Fact: Persons with disabilities are simply carrying on regular activities of living when they drive to work, go grocery shopping, pay their bills or compete in athletic events.


Myth: Hiring employees with disabilities increases worker’s compensation insurance rates.

Fact: Those insurance rates are based solely on the relative hazards of an operation and an organization’s accident experience; they have nothing to do with the cognitive or physical ability of your employees.

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Myth: Persons with disabilities are unable to meet performance standards and are employment risks.

Fact: Numerous studies indicate the exact opposite to be true. In fact, In 1990, DuPont conducted a survey of 811 employees with disabilities and found 90% rated average or better in job performance compared to 95% for employees without disabilities. A similar 1981 DuPont study which involved 2,745 employees with disabilities found that 92% of employees with disabilities rated average or better in job performance compared to 90% of employees without disabilities.


Myth: Persons with disabilities have problems getting to work.

Fact: Persons with disabilities are capable of supplying their own transportation by choosing to walk, use a car pool, drive, take public transportation or a cab. Their modes of transportation to work are as varied as those of other employees.

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Myth: Considerable expense is necessary to accommodate workers with disabilities.

Fact: Most workers with disabilities require no special accommodations, and the cost for those who do is minimal or much lower than many employers believe. Studies by the President’s Committee's Job Accommodation Network have shown that 15% of accommodations cost nothing, 51% cost between $1 and $500, 12% cost between $501 and $1000 and 22% cost more than $1,000.


Myth: Employees with disabilities are more likely to have accidents on the job than employees without disabilities.

Fact: In the 1990 DuPont study, the safety records of both groups were identical.


Myth: Employees with disabilities have a higher absentee rate than employees without disabilities

Fact: Studies by firms, such as DuPont, show that employees with disabilities are not absent any more than employees without disabilities.

Who Are ECVC Employees

At ECVC, there are no shortage of qualified employees who are eager and willing to work for you. But just who is an ECVC Employee?

Self-Motivated | Dependable | Dedicated | Hardworking | Productive

Additionally, all ECVC employees are trained on site or pre-trained for their role by our knowledgeable staff at no cost to you.

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Tax Credits for Hiring Persons with Disabilities

The Work Opportunity Tax Credit (WOTC) provides a tax credit for employers hiring individuals from certain targeted groups including: low-income, vocational rehabilitation referrals, former AFDC recipients, veterans, ex-felons, food stamp recipients, summer youth employees, and SSI recipients. The credit is used to reduce the federal tax liability of private-for-profit employers.


How does it apply to persons with disabilities?

An employer who hires an employee receiving Supplemental Security Income (SSI) or who is a certified vocational rehabilitation (VR) participant may claim the WOTC after certification is received from the State Employment Security Agency (SESA).


What is the amount?

An employer may take a tax credit of up to 40 percent of the first $6,000 in first year wages per qualifying employee. The maximum per employee credit is $2,400 in a given tax year. This credit applies only to employees who work at least 400 hours during the tax year. With respect to qualified summer youth employees, the maximum credit for each is $1,200 (40 percent of the first $3,000 of first year wages.)


What are the minimum employment requirements?

Employers can receive a partial credit of 25% for certified employees who worked at least 120 hours, but less than 400 hours during a one year period. No credit is available for employees who work less than 120 hours.


How do I claim the credit?

Complete and submit IRS Form 8850, Pre-Screening Notice and Certification Request for the Work Opportunity and Welfare-to-Work Credits, to your local SESA.


How does it work?

The employer determines likely eligibility by including the WOTC Pre-Screening Notice as part of the application process.

The Pre-Screening Notice must be signed by the employer and employee and mailed to the SESA within 21 days after the employee begins work.

The employer documents eligibility (based on information received from the employee) and submits documentation to the SESA.

SESA certifies which individuals are eligible for WOTC, and notifies the employer in writing for purposes of filing the tax credit


Our Job Placement Results

Since 1965, we've successfully placed countless individuals into meaningful employment. Take a look at some of the organizations who have hired from ECVC.

501 Fresh • The Action Group • Aeropostle • Alliance One • Ann’s House of Nuts • Aramark • Arby’s • ASG • Atlantic Care, Inc. • Atlas Cleaning • Best Western • Boli’s On The Boulevard • Bojangles • Burger King • Burlington Coat Factory • Candlewood Inn • Champion Fitness • Cherry’s Tree Service • Christ Presbyterian Church • CiCi’s Pizza • City Hotel • The City of Greenville • Comfort Inn • Cracker Barrel • Cubbie’s • Daily Reflector • Domino's • FedEx • Food Lion • Golden Corral • Golden Living • Greenville Convention Center • Habitat for Humanity • Harmony House Foods • Holden Temporaries • Holiday Inn • Hope Station • International House of Pancakes (IHOP) • Jimmy John’s • Kentucky Fried Chicken • Kinetic Physical Therapy • Logan's Steak House • Lowes Foods • Maxway • McDonald’s • MegaForce • Mellow Mushroom • Michael's • Microtel • Minges Bottling Company • My Sister's Closet • Morgan's Tavern & Grill • New River Pottery • O’Charley’s • Olive Garden • Papa John’s • PCMH • Piggly Wiggly • Pizza Inn • Quality Inn • Ray Of Hope • Rep Express • Sally's Kindercare • Sam’s Club • Save-A-Lot • The Sea Horse • Secure Watch • Seniors Living at Home • Sheetz • Sonic • Southern Living • Taco Bell • Target • Toy’s R Us • Walgreens • Wendy’s • Winslow’s Tavern