Employing people with disabilities – everyone’s profit!
introduction:
For the most part, people with disabilities are very interested in entering the labor market, but for many reasons they decide to give up, which we will detail later.
In an attempt to encourage people with disabilities to enter the labor market, the “Laron Law” was enacted, which is supposed to encourage entry to work, the main points of which will be detailed below.
In the past, people with disabilities who received some kind of disability allowance were obliged not to work in order to receive it, a condition that made these people think twice and even give up going to work.
Professional review:
The Ron Law established a new allowance called the “incentive allowance” the amount of which is determined according to many parameters when in general the new allowance was approved as a replacement for the disability allowance and it is given to those who have approval for a disability allowance and yet go to work, with the commitment being that in any case the wages + the incentive allowance will be high The disability allowance and sometimes even in a significant way.
Also, in the past, when a person with a disability who was receiving a disability allowance went to work and was fired or left his job, he had to go through the awkwardness and heartache of filing a disability claim again – a fact that would have discouraged job seekers.
After an amendment to the Ron Law, it was determined that if a person who was receiving a permanent disability allowance went to work and for whatever reason stopped working, his entitlement to a disability allowance is maintained for three years and only if more than three years have passed will he have to file the claim again.
This amendment helps those with disabilities to make a decision and join the workforce.
Unfortunately, not only do people with disabilities find it difficult to go to work, but also employers are in no hurry to hire disabled workers, mainly out of fear that the adjustment costs and wages will be higher than hiring a non-disabled colleague.
Important points for reference:
- Before a pay slip is issued to an employee who receives a general disability pension / from work, it is advisable to obtain the documents attesting to this, and this in light of the fact that there are 2 degrees of incapacity. The first is the percentage of medical disability and the second is the degree of incapacity.
- It is advisable to check with the calculator to calculate the amount of income that can be earned and still receive an allowance on the National Insurance website, to verify how much allowance the employee is expected to receive, when the employee’s cooperation is necessary to fill out the questionnaire. (Details of income, etc.).
- Exemption from social security contributions – a person who receives a disability allowance from work or a disability grant from work or a general disability allowance, who has no other income – for the period in which he receives the allowance is exempt from paying social security contributions, as well as receiving a permanent disability allowance from work at a rate of 100%, and receives a general disability allowance at a rate of at least 75%, permanently or temporarily for a continuous period of at least one year – for the period in which he receives the allowance, even if he has other income – all of which are exempt from paying social security fees.
It is important to note that the exemption is from social insurance premiums and not from health insurance premiums which apply to every resident of Israel regardless of their income, when the rate of health premiums as of 2014 is NIS 103 per month.
- The law prohibits discrimination against employees for being people with disabilities, as long as they are qualified to do the job.
- The law requires the employer to have identical entrance exams, identical working conditions, identical promotion options and identical social conditions.
- If a person is found suitable for work in all respects, the employer has the obligation to adapt the workplace to the needs of the disabled person as long as it is not a burden
Adaptations such as physical adaptations of the workplace and its equipment (such as a ramp for a wheelchair) are unreasonable, as well as adaptation of the job requirements, working hours, training and guidance, and work practices.
Grants and benefits for employers who employ people with disabilities
In order to facilitate and encourage employers to accept a person with a disability to work, the employer may submit a request “for the state’s participation in financing adaptations”.
To receive the state’s participation, he must submit the relevant forms:
- 3 price offers or receipts (if the submission is made after the adjustment has already been made).
- Proof that this was done for the benefit of the employee.
- Proof of the employee’s disability – waiver of the employee’s medical privacy.
The application must be submitted to the “Headquarters for the Integration of People with Disabilities into the Labor Market” at the Ministry of Economy.
The request will be reviewed and an answer will be received within 30 days of receipt of all documents.
If the request is approved, the payment will be received after 60 days.
It is important to note that if an application was submitted before the adjustment was made, proof of the adjustment or change of the adjustment must be provided within one year of receiving the grant.
There is a possibility of receiving increased funding if the adjustment is made for a person with a 75% disability and entails the obligation of proof accordingly.