Orig. 11/07
Rev. 9/09, 8/10, 3/13
Welcome to Abilities
The purpose of this handbook is to explain the services provided through our agency as well as to answer any questions you may have.
The primary goal of Abilities is to help people with disabilities to get a job and establish independence in the community or program center
Our staff is here to provide guidance, support, and to make this an important and positiveexperience. If you should have any questions, feel free to ask any member of the employment staff.
Sincerely,
Michelle SavinoDirector of Day Program Services
264 Route 31 North
Washington, NJ07882
908-689-1118 / Susan Burns
Transition Coordinator
150 Boulevard, Suite #2
Washington, NJ07882
908-689-7460
TABLE of CONTENTS
Mission Statement / Pg. 3Statement of Purpose / Pg. 3
Eligibility for Transition Services / Pg. 4
Student Referral Package / Pg. 4
Overview of Programs / Pg. 5
Wage Payment Practices /Benefits / Pg. 6
Rights / Pg. 6
Worker Expectations / Pg. 6
Abilities’ Responsibilities / Pg. 7
Non-Harassment Policy / Pg. 7
Case Records / Pg. 8
Medication information / Pg. 8
Human Rights Policy / Pg. 8
Grievance Procedure / Pg. 9
Social Security Information / Pg. 11
DVRS Myths & Facts / Pg. 12
Employment Qualifications (for employment within Abilities) / Pg. 14
Sign off / receipt of handbook / Pg.18
MISSION STATEMENT
Abilities of Northwest Jersey, Inc. is a non-profit agency dedicated to improving the employability and quality of life for people with disabilities by providing training and individualized services.
STATEMENT OF PURPOSE
Abilities of Northwest Jersey, Inc. is a Community Rehabilitation Program. Abilities’ service area includes Warren, Hunterdon, and MorrisCounties. As a non-profit agency, we assist disabled persons to become productive members of the community through supervised work experiences or supported employment.
The services of Abilities are available to all disabled persons 16 years of age or older who are in need of vocational habilitation. Individuals are given an opportunity to learn work skills and develop good work habits in a structured supportive work setting.
Students are referred to Abilities by their school district and once graduatedindividuals may be referred by the New Jersey Division of Vocational Rehabilitation (DVR), New Jersey Division of Developmental Disabilities (DDD). An Individualized Habilitation Plan or Facility Plan is developed for each person attending program, when they have been referred by DVR or DDD.
Abilities’ main goal is to prepare disabled persons to assume a productive and independent role in their community with the ultimate objective of helping them to enter everyday work environments.
ELIGIBILITY FOR TRANSITION SERVICES
The following criteria are used for determining eligibility for services:
- The student has a disability and is 16 years or older.
- The student has expressed an interest in exploring employment options.
- The student is in need of ongoing support services for obtaining and maintaining employment.
- The student has been referred by their school.
- The student can self-medicate and care for basic hygiene.
STUDENT REFERRAL PACKAGE
The student referral package should include the following:
- A referral letter from the school district representative indicating that the student has a disability that presents an obstacle to employment, what service is being requested, time guidelines for the length of service and scheduling needs.
- Child study team, IEP, Educational Report(s) and other pertinent background, such as general medical, psychological, therapy services, hospitalizations related to disability, etc.
- Copy of Birth Certificate, Social Security card and/or State ID Card; Employment Eligibility verification.
- Emergency contact and medical insurance information.
- Name and address of legal guardian and letter of guardianship.
- School calendar for holiday schedule and number of student attendance days required.
OVERVIEW OF PROGRAMS
Individuals may participate in one or more of the following program services depending upon their needs and / or long range goals.
School to Work Transition Services
Transition services are available to students who are age 16 or over, and referred by their school district. Students may be eligible for Supported Employment Services and/or Center Based Employment Services.Transition services are used to determine if center based extended employment or community based supported employment would be better suited to the individuals needs. Transition services are also used prior to graduation as a way to assess which services are needed after graduation; DDD and or DVR.
Vocational Evaluation
This is a short-term service that assists individuals with identifying work likes and dislikes, abilities, and skills in order to provide useful information in developing job plans. Testing and assessments are used to determine performance levels, strengths, limitations, interests and work abilities.
Center Based Employment Services
Our Community Rehabilitation Program and EmploymentCenters offer Center Based Employment Services. These services assist in developing employment goals by providing work experience in a structured setting. The individual will also develop positive work habits and behaviors, personal interaction skills, stamina, work performance and adjustment to the work routine. Individuals engage in contract work involving packaging, assembly, collating. Vocational objectives help in reaching employment goals based on individual likes and dislikes, strengths, abilities, and needs. Legal guidelines for work measurement and wage payment are followed.
Supported Community Employment Services
Job Sampling/Job Try Out -People may participate in a “job tryout” in a real work environment. The student is given the opportunity to job sample various job sites in 3 month increments with one on one job coaching. This work experience assesses speed, stamina, capabilities, and interests.
Intensive Training; If employment is offered to the student while job sampling. The the student becomes an employee of the company. Job coaching will continue with the coach fading as the student becomes more independent with the job duties.
Follow – Along Services; Once independence is achieved the job coach is no longer continually on site with the student but will monitor the students’ performance with monthly visits.
WAGE PAYMENT PRACTICES/BENEFITS
All people participating in the job sampling/job try out program will be paid minimum wage for the hours worked. All people participating in a center based program are paid piece rate. Payday is every other Friday. Individuals can either pick up their paycheck on payday or the check will be mailed to them, depending on their choice.
When people are employed at work sites within the community, the employer takesall responsibility for wages and benefits to the employee. Employment Pathways staff will assist individuals with wage reviews and application for benefits.
RIGHTS
Each individual is entitled to certain rights. These rights include:
The right to program services regardless of your race, beliefs, background, color, national origin, citizenship, sexual orientation, marital status, gender, disability, or age.
The right to services provided they are consistent with your work related needs.
The right to have input concerning your programming.
The right to access your case record or file in a timely manner. (see Access Policy)
The right to be free from abuse, retaliation, neglect, and harassment.
The right to not be taken advantage of, embarrassed or humiliated. (see Non-Harassment Policy)
The right to be paid at a set rate for any job you perform.
The right to information that may help you make decisions with your program, in a timely manner.
WORKER EXPECTATIONS
To educate Abilities staff about your talents, strengths, values, and concerns.
To be an involvedpartner in helping to identify options.
To understand that you can disagree with the Abilities Staff and give additional information.
To take responsibility of decisions once they are made.
To report your earnings to the organizations that need to know – Welfare, SocialSecurity, Heat Assistance, Rent Assistance, etc.
ABILITIES RESPONSIBILITIES
To share responsibility for identifying options
To consider options from the individual’s point of view.
To be sure the that choices theindividualmakes are truly their choices; that career choices have not been made for them.
To maximize an individual’s strengths and abilities rather than disabilities.
To help the student become more employable by teaching work ethics and appropriate inter-personal skills.
NON-HARASSMENT POLICY
At Abilities we strive to provide our individuals with a workplace free of harassment and we seek to insure the highest standards of health and safety for our individuals, staff, customers, vendors, contractors, and the general public. No individual or staff will be allowed to harass any other individuals, staff, customers, vendors, contractors, or the general public by engaging in behavior, including, but not limited to the following:
Verbal Harassment: Threats towards persons or property, profane language towards others, damaging or offensive comments or insults, offensive sexual flirtations or suggestions, verbal bullying, exaggerated criticism or name calling, comments based on another person’s age, race, gender, background, color, disability, sexual preference or any other protected classification will not be tolerated.
Physical Harassment: Physical contact, assault, touching, hitting, pushing, kicking, holding, impeding or blocking the movement of another person will not be tolerated
Visual Harassment: Insulting or hateful images, objects, posters, photographs, publication, drawings or gestures will not be tolerated.
Sexual Harassment: Each staff person has a duty to maintain his or her work place free of sexual harassment. This duty includes discussing this policy with all individuals and reminding them that they are not permitted to engage in and not required to endure exploitative sexual treatment. Specifically, no person will threaten or suggest, either plainly or sneakily, that a person’s refusal to submit to sexual advances will negatively affect the person’s employment, evaluation, wages, advancement, assigned duties, work environment or any other condition of employment or career development.
Any individual who believes that they have been the subject of harassment should report the alleged act immediately to any Program Supervisor, Facility Case Manager, Program Director or other supervisory staff for investigation. All actions taken to resolve complaints of harassment through internal investigation will be conducted in private.
Retaliation or retribution for reporting any incident of harassment of any kind will not be tolerated and will result in disciplinary action.
HUMAN RIGHTS POLICY
Individuals with disabilities are free to exercise the same rights enjoyed by everyone else. These rights shall be limited or modified only as needed because of the individual's disability, and such limitations shall be documented in the individual’s record. Special attention is required to guarantee that human and civil rights of individuals with disabilities are exercised and protected.
All staff and companies providing contract have a responsibility to advocate for and protect the rights of individuals with disabilities. Abilities of Northwest Jersey, Inc. fully intends to comply with all aspects of the 1992 Americans with Disabilities Act and all applicable federal, state, and local ordinances.
MEDICATION INFORMATION
It is the law in New Jersey that all medication be transported in properly labeled containers. If you must take your medication during work hours, it must be in a container from the pharmacy that is properly labeled with the following information:
1. Your name and date
2. Name of the medication
3. Dosage of the medication
4. Time medication is to be taken
You should only carry enough medication for that day. Ask your pharmacy for an extra labeled container when you get your prescription filled.
PLEASE NOTE ~ STUDENTS MUSTBE ABLE TO SELF MEDICATE
CASE RECORDS
All records are kept private. Information is only used for providing services and making suggestions. Abilities/Employment Pathways can not release information to other agencies unless the individual or their legal guardian gives permission. A Release of Information form is required.
Individuals may access certain information in their records by asking for a review of the records with the Program Supervisor/ Facility Case Manager / Employment Specialist. This procedure is limited to the information contained in reports actually produced by Abilities/Employment Pathways. The program supervisor may assist you in contacting the source of documentation or reports generated from outside the organization. Records cannot be removed from the premises.
GRIEVANCE PROCEDURE
What is a Grievance?
A grievance is a complaint or a disagreement usually arising from the reasons for, or use of, a policy or a decision. It can frequently be decided whether a complaint is a true grievance by asking these questions:
- Did the policy/decision directly or indirectly get in the way of the individual’s program or participation in the program?
- Has the individual’s health or safety been put in danger?
- Has the individual been treated unfairly by Abilities?
Types of Grievances
When it has been decided that a grievance does exist, the first step is to decide what kind of grievance it is. Then the person doing the investigation will check and see if this has happened in the past and try to find out the basic facts about the incident. Grievances generally fall under one of the following kinds:
- Discipline – warnings, suspensions, discharge
- Program Participation - policy/decision that stops the individual from participating in program or terminates the individual from program
- Administration Policy- policy or decision that directly affects or interferes with the individual’s individual plan goals
- Holiday or Vacation Pay – Not receiving holiday or vacation pay (this effects the individuals in the CRP only)
- Working Conditions - safety hazards, improper working conditions, or unhealthy work setting
Process of Grievance
The individuals have the right to start a grievance appeal when there is a reasonable complaint against the agency’s policy or decision.
The individual must bring the problem, situation, or disagreement to the attention of Abilities’ or Employment Pathways staff within five days after the issue occurs. The Employment Pathways Supervisor will then investigate the situation, determine if a real complaint exists, and give a written Grievance Report. This report will be completed within ten days of the date that the individual files a grievance.
The Employment Pathways Supervisor will also make suggestions and inform the individual of the action taken. If the individual feels the Employment Pathways Supervisor has not settled the issue the way they want, then the individual has five days to request a meeting with a higher authority.
Individuals may ask any Abilities’ or Employment Pathways staff for help in starting a grievance report.
ABILITIES OF NORTHWEST JERSEY, INC.
GRIEVANCE REPORT RECORD
Name of Grievant: ______Date: ______
Status/Work Location: ______
Nature of Grievance: ______
Supervisor’s Report / (Be specific. Must include: WHO, WHAT, WHEN, WHERE, and WHY.The written grievance should have a complete statement of the facts.)
______
______
______
______
______
______
______
Grievant’s Signature: ______
Supervisor’s Signature: ______
****************************************************************************************************************************
Reported To : ______
Date:______
Response Date: ______
(Attach written statement of findings.)
Disciplinary Action: ______
Has Employee/Individual / Form of / When Warned and By WhomBeen Warned Previously? / Warning / 1st Warning / 2nd Warning / 3rd Warning
_____ Yes _____ No / Verbal
Written
Continue on separate sheet if necessary
SOCIAL SECURITY INFORMATION
This is a basic guide for how your SSI or SSDI benefits may be affected when you begin working. Additional information can be found by asking the Social Security administration for the red book on work incentives from the local office in Easton, PA.
The Social Security Administration directs two disability programs:
- SOCIAL SECURITY DISABILITY INSURANCE (SSDI); AND
- SUPPLEMENTAL SECURITY INCOME (SSI)
These programs are similar in many respects but also have important differences. They should, in every case possible, be used as stepping stones to improve a person's economic condition.
Substantial Gainful Activity…The SGA level is average countable earnings over a certain
amount per month for non-blind beneficiaries. ** Please go to for the exact amount.
HOW IT APPLIES:
SSDI - It applies to SSDI in determining initial and continuing disability entitlement
SSI - Applies only in determining initial eligibility for SSI disability payments.
IT DOES NOT APPLY TO SSI BENEFICIARIES WHO ARE BLIND.
SSDI WORK INCENTIVES / SSI WORK INCENTIVESTrial Work Period-For 9 month (not necessarily consecutive) a disabled or blind Social Security beneficiary's' earnings will not affect his or her Social Security benefit.
Extended Period of Eligibility-For 3 years after a successful trial work period. a disabled or blind Social Security beneficiary may receive a disability check for any month
that his or her earnings are below the substantial gainful activity level ** Please go to for the exact amount.
Continuation of Medicare- If Social Security disability payments stop because a person is earning at the substantial gainful activity level but the person is still disabled. Medicare can continue for up to 39 months after the trial work period. After that, the person can buy Medicare coverage by paying a monthly premium.
Impairment-Related Work Expenses-Certain expenses for things a disabled person needs because of his/her impairment in order to work may be deducted when counting earnings to determine if the person is performing substantial gainful activity.
Recovery During Vocational Rehabilitation-If a person recovers while participating in a vocational rehabilitation program that is likely to lead to becoming self-supporting, benefits may continue until the program ends.
Special Rules for Blind Persons-Several special rules apply to blind beneficiaries who work. For example, they can earn up to $1,350** before their benefits are affected. **Please go to for the exact amount. / Continuation of SSI-Disabled or blind SSI recipients who work may continue to receive payments until countable income exceeds SSI limits.
Continuation of Medicaid Eligibility-Medicaid may continue for disabled or blind SSI recipients who earn over the SSI limits if the person cannot afford similar medical care and depends on Medicaid in order to work.
Plan For Achieving Self-Support-A disabled or blind SSI recipient may set aside income and resources for up to 48 months toward an approved plan for achieving self-support (PASS).
Impairment-Related Work Expenses- Certain expenses for things a disabled person needs because of his/her impairment in order to work may be deducted when counting earnings to determine if a person is eligible and the payment amount. For blind persons who work, the work expenses need not be related to the impairment.
Recovery During Vocational Rehabilitation-If a person recovers while participating in a vocational rehabilitation program that is likely to lead to becoming self-supporting, benefits may continue until the program ends.
Sheltered Workshop Payments-Pay received in a sheltered workshop is treated as earned income, regardless of whether it is considered wages for other purposes. This enables Social Security to exclude more of the sheltered workshop employee's earnings when computing his/her SSI payment.
DVRS MYTHS & FACTS