Notification of Referral

1. VR staff are required to notify both Program Director for Evaluation and Community Integration and their Office Director each time a referral for employment is discussed or formally made to a position funded through Javits-Wagner-O’Day Act (JWOD) contracts. In Nebraska, JWOD contracts are also known as Source America or AbilityOne sites through Black Hills Works at Offutt Air Force Base, and with Goodwill at Denney and Zorinsky Federal Buildings in Lincoln and Omaha.

*Refer to the AbilityOne Process chart for timelines.

 

2. VR staff are required to notify Program Director for Evaluation and Community Integration and Office Director, in addition to the Program Specialist for Self-Employment, when a client is considering a supported self-employment business so that competitive integrated criteria may be established prior to extensive planning.

 

NOTE: Referral can occur as Information & Referral (I & R) to Other Programs when an individual is being placed on the VR Wait List during Order of Selection or after being removed from the VR Wait List.

 

 

Notification of Assessment

1. It is the responsibility of the service provider agency to notify Program Director for Evaluation and Community Integration when an individual assessment to determine competitive integrated employment (CIE) is required for JWOD or AbilityOne sites.

 

2. When a supported employment agency or independent provider considers an individual placement or has placed a Nebraska VR client at a business in which CIE criteria is questioned, (e.g. a business established for the sole purpose of employing people with disabilities), it is the responsibility of the VR specialist to notify Program Director for Evaluation and Community Integration to schedule an on-site assessment PRIOR to authorizing supported employment or job coach funding.

 

3. It is the responsibility of the VR specialist to notify Program Director for Evaluation and Community Integration to schedule an assessment for CIE when supported self-employment is being considered.

 

4. An on-site assessment will be scheduled and an Assessment for Competitive Integrated Employment (CIE) Determination will be used to compile data and report out final decision. A copy will be issued to the provider, VR specialist, and VR client (for supported self-employment situations ONLY).

 

 

Process Following Determination

1. If the position is determined to be competitive integrated, develop IPE or amend existing IPE as necessary, consider comparable benefits (Behavioral Health eligibility/funding), and authorize milestones or job coaching accordingly.

 

2. If job is determined non-competitive or competitive, non-integrated, provide full consultation concerning the scope of the VR program and opportunities for individuals with disabilities to pursue competitive integrated employment to the person and his/her authorized representative. This information enables individuals to make a fully informed choice regarding whether to pursue competitive integrated employment through the VR program or subminimum wage and extended employment through other sources.

 

Following the consultation, if an individual chooses to accept a non-integrated position, VR staff will complete an Information & Referral (I & R) to Other Programs and the case will be closed.

 

If an individual chooses to accept a position determined to be non-competitive, complete a Section 511: VR Refusal to Participate and de-activate case. From there, follow process outlined in Section 511: CCIR-Career Counseling and Information & Referral chapter.

The criteria to be used to determine whether a position is competitive integrated employment is based on 34 CFR, §361.5(c)(9) and guidance provided in the preamble to the 2016 final regulations (81 FR at 55641-55645).

Competitive integrated employment:

1. Is performed on a full-time or part-time basis (including self-employment) and for which an individual is compensated a rate that-

 

a) Is not less than the higher of the rate specified in section 6(a)(1) of the Fair Labor Standards Act or the rate required under the applicable State or local minimum wage law for the place of employment;

b) Is not less than the customary rate paid by the employer for the same or similar work performed by other employees who are not individuals with disabilities and who are similarly situated in similar occupations by the same employer and who have similar training, experience, and skills; and

c) In the case of an individual who is self-employed, yields an income that is comparable to the income received by other individuals who are not individuals with disabilities who are self-employed in similar occupations or on similar tasks and who have similar training, experience, and skills; and

d) Is eligible for the level of benefits provided to other employees; and

 

2. Is at a location-

a)Typically found in the community; and

b) Where the employee with a disability interacts for the purpose of performing the duties of the position with other employees within the particular work unit and the entire work site, and, as appropriate to the work performed, other persons (e.g., customers and vendors), who are not individuals with disabilities (not including supervisory personnel or individuals who are providing services to such employee) to the same extent that employees who are not individuals with disabilities and who are in comparable positions interact with these persons; and

 

3. Presents, as appropriate, opportunities for advancement that are similar to those for other employees who are not individuals with disabilities and who have similar positions.

Information and Referral (I & R) to Other Programs

Assessment for Competitive Integrated Employment Determination Checklist

Section 511: Refusal to Participate - English

AbilityOne Process