Ehlabe

COMPANIES - INSTITUTIONS

Companies

Given the excellent results obtained over the years due to the integral focus used when addressing the problem of employment for the disabled, EHLABE has great experience when it comes to give advice for your hiring.

Advisory and guidance services during hiring

Those who supervise special work centres give information to companies about how to hire by:

• Actively searching, company by company, work opportunities for the disabled.
• Organizing informative visits to companies, corporate associations and public institutions.
• Giving information about the most adequate type of contracts.
• Providing advisory services about the aids and subsidies for this type of hiring.

EHLABE designs schemes aimed at placing disabled people in the common work market. Human resources units, which are formed by researchers of employment opportunities and job coaches who provide training for the work post, are backed by an integral labour accompanying methodology for both the employer and the disabled employee, helping the latter through all the aspects of his/her adaptation to the working environment: search for opportunities, training for the post and subsequent long-term follow-up. There are two systems in this scheme:

• Work enclaves in ordinary companies: it is about disabled staff hired by EHLABE entities which provides a service previously agreed between both companies. This system allows for employers to better determine the abilities of the disabled person, thus facilitating the success of the transition to the company that receives the work enclave.
• Direct additions to the payroll of ordinary companies with the support structure provided by EHLABE entities.

Training for work position

The job coach is the person entrusted with the execution of an in-situ training program for the post.

Upon having thoroughly analyzed the post and become acquainted with the user's profile characteristics, the job coach identifies the tasks and actions that, for each case, should be emphasized, using the adequate learning strategies:

• Autonomy in the functions and tasks related to the work post.
• Knowledge and use of the tools and machinery related to the post.
• Social and communicative competences required by the post.
• Space and time orientation with respect to the work environment.
• Autonomy in the access to the job post.
• Keeping of levels of self-confidence and motivation with respect to the job post.

Follow-up

After the intensive training stage, upon the conclusion of which the worker has gained autonomy in the performance of the corresponding tasks, the action plan provides for a permanent, long-term follow-up, with the objective of resolving any problem the disabled worker might face during the performance of his/her tasks; such follow-up is performed by the job coach, who provides support in the necessary adjustments between the person and the work tasks. In other words, the entities carry out accompanying duties that go beyond the conclusion of the intensive training sessions as one of the elements necessary for the completion of the work placement scheme for the disabled.

Likewise, besides a series of personal interviews with family members of the mentally disabled, placement programs have maintained close ties with professional training centres of a number of job seekers and also with Mental Health Centres to analyze employment and occupation possibilities for people with mental disorders.