Oregon VR Chart 2: Is that Job Competitive and Integrated? Criteria — WIOA 361.5(9) and (32) How to decide: Clarification from WIOA regulations and discussion Compensation the person receives for their work Pay and benefits Compare the VR participant with participants who do not have disabilities and who are similarly Are they paid: situated in similar occupations by the same (or similar) employer and who have similar training, Not less than minimum wage? experience, and skills. Not less than customary rate? If the VR participant is planning to work part time, look to part time workers without disabilities to And do they qualify for find the comparison. benefits at same level as Use the minimum wage for place of employment, not where they live, if different. other employees? Don’t stop at minimum wage; compare to others doing similar work for similar hours at employer Do they have similar and/or local labor market to determine whether they receive comparable pay per hour; benefits; opportunity for advancement and advancement. as other employees? Look to the local labor market for comparisons. If you choose, you can involve the job developer in this activity. As they look for jobs, they can be asking for much of this information. You can ask them to do this in the Referral Form and then make sure it is included in the Job Placement Strategies. The location/setting 3. Is the business integrated and To determine if the business is integrated, compare to typical businesses in the local labor market. does the participant Interact The business must be typically found in competitive labor market. with others without disabilities A business, group or enclave formed for purpose of employing participants with disabilities will not at the worksite and throughout satisfy the definition. the business? For all interactions compare workers with a disability to other workers of the same or similar NOTE: To be Competitive business who do not have a disability. Integrated Employment, all three Of primary importance: the purpose of the interactions is performing the duties of the position. of the above criteria must be Do they interact with other persons without a disability (e.g., customers and vendors)? examined. Interactions with supervisory personnel or those providing services do not count. Must not be congregated or isolated from non-disabled workers or in settings where compliance with a mandated direct labor-hour ratio of persons with disabilities is required. Casual contact (e.g., lunchroom or break room) is never the determining factor.
Oregon VR Chart 2: Is that Job Competitive and Integrated? Criteria — WIOA 361.5(9) and (32) How to decide: Clarification from WIOA regulations and discussion Compensation the person receives for their work Pay and benefits Are they paid: Not less than minimum wage? Not less than customary rate? And do they qualify for benefits at same level as other employees? Do they have similar opportunity for advancement as other employees? Compare the VR participant with participants who do not have disabilities and who are similarly situated in similar occupations by the same (or similar) employer and who have similar training, experience, and skills. If the VR participant is planning to work part time, look to part time workers without disabilities to find the comparison. Use the minimum wage for place of employment, not where they live, if different. Don’t stop at minimum wage; compare to others doing similar work for similar hours at employer and/or local labor market to determine whether they receive comparable pay per hour; benefits; and advancement. Look to the local labor market for comparisons. If you choose, you can involve the job developer in this activity. As they look for jobs, they can be asking for much of this information. You can ask them to do this in the Referral Form and then make sure it is included in the Job Placement Strategies. The location/setting 3. Is the business integrated and does the participant Interact with others without disabilities at the worksite and throughout the business? NOTE: To be Competitive Integrated Employment, all three of the above criteria must be examined. To determine if the business is integrated, compare to typical businesses in the local labor market. The business must be typically found in competitive labor market. A business, group or enclave formed for purpose of employing participants with disabilities will not satisfy the definition. For all interactions compare workers with a disability to other workers of the same or similar business who do not have a disability. Of primary importance: the purpose of the interactions is performing the duties of the position. Do they interact with other persons without a disability (e.g., customers and vendors)? Interactions with supervisory personnel or those providing services do not count. Must not be congregated or isolated from non-disabled workers or in settings where compliance with a mandated direct labor-hour ratio of persons with disabilities is required. Casual contact (e.g., lunchroom or break room) is never the determining factor.