Employer Incentives

CAREERS helps eligible employers learn about and apply for any tax credits or monetary give-backs for which they may qualify. These are some of the ways employers can benefit by hiring individuals with disabilities:

Work Opportunity Tax Credits (“WOTC”)

This federal program is designed to encourage employers to hire people with disabilities and gives direct tax credits to private employers who create job opportunities for qualified people. The WOTC provides employers with a federal tax credit of up to $2,400, or a maximum of 40% of the first $6,000 in qualified first year wages paid to a worker with a disability.

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Workers with Disabilities Employment Tax Credit (“WETC”)

This is a New York State initiative by which employers can receive a NYS tax credit of up to $2,100 for each individual hired. The tax credit equals 35% of the employee’s first $6,000 in qualified wages, paid during the second year of employment. The employee must be certified as disabled by Adult Career and Continuing Education Services – Vocational Rehabilitation (ACCES-VR) and must have worked full-time for at least 180 days or 400 hours.

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Work Try-Out

A Work Try-Out (available through the New York State Education Department/ACCES-VR) provides employers with 100% wage reimbursement, requires minimal paperwork, can be approved in 3 days, and can last up to 160 hours of work. The purpose of the program is to allow individuals with little or no work experience the opportunity to try out jobs. The goal is for the Work-Try-Out to lead to permanent employment. On-site support may be available from CAREERS Employment Specialists.

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On-the-Job Training Monetary Incentive Program

On-the-Job Training (“OJT”) is designed to provide an individual with disabilities the skills necessary to perform a particular job, and affords employers the benefit of receiving reimbursement for part of wages paid. CAREERS Employment Specialists help develop and implement the plan, and advocate for both the employer and the employee. During the training period of up to four months, the trainee is placed on the employer’s payroll and must receive the same benefits as other employees. The trainee is paid normal entry-level wages for that job, and the employer is reimbursed by ACCES-VR for this wage on a decreasing scale. Upon completion of this training period, it is expected that the trainee will have the skills to be hired permanently.

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