ALTERNATIVE WORK ARRANGEMENTS AMONG PEOPLE WITH DISABILITIES

1
ALTERNATIVE WORK ARRANGEMENTS AMONG PEOPLE WITH
DISABILITIES

• Douglas Kruse and Lisa Schur
• Rutgers University
• Presentation to Disability Research Institute
  symposium, Washington, D.C., March 2004

2
Alternative work arrangements include

• Contingent work
• Temporary agency employment
• Other temporary jobs
• Independent contracting
• Part-time employment
• Flexible arrangements
• Telecommuting/home-based work
• Flexible schedules

3
Main Data Sources on Alternative Work
Arrangements

• 1) Current Population Survey
• March Supplements, 1992-2001
• Contingent Work Supplements, Feb. 1995, 1997,
  1999, 2001
• Work Schedules Supplements, May 1991 and 1997
• 2) Survey of Income and Program Participation
  Disability Topical Modules, 1990-1999
• All analyses are limited to working-age (18-64)

4
(No Transcript)
5
Individuals with disabilities may find these work
arrangements especially attractive due to1.
lower demands on time and energy2. more
flexibility to deal with health problems,
therapy schedules, etc.3. lower or no
transportation costs (especially for
home-based work)4. the opportunity to test
skills and interests in different work
environments5. the opportunity to work while
staying under disability income earnings
thresholds.
CAUSES of alternative work arrangements for
people with disabilities
6

• In addition, employers may find these work
  arrangements attractive for assessing worker
  skills and potential for standard jobs among
  people with disabilities (particularly when there
  is uncertainty over the limiting effects of
  disabilities).
• Employer discrimination, however, may limit
  access to permanent full-time jobs among people
  with disabilities, channeling those who want to
  work into contingent or part-time jobs

7

• Which of these causes are the most important?
• The various advantages to people with
  disabilities appear to be the dominant factor.
  Health problems and doctor visits help explain
  the use of non-standard jobs. Also, non-standard
  work arrangements increased among people with
  disabilities in the tighter labor markets of the
  late 1990s, indicating these types of jobs are
  preferred by many people with disabilities as
  labor market opportunities expand.
• Employer discrimination is not a major factor in
  explaining the high rate of non-standard jobs, as
  shown both by reports of discrimination and
  filings of lawsuits.
• Disability income earnings thresholds are also
  not a major factor non-recipients are also very
  likely to have non-standard jobs, and very few
  employed recipients increased their earnings when
  the SSDI threshold was raised.

8
CONSEQUENCES of alternative work arrangements for
people with disabilities

• Compared to workers without disabilities, workers
  with disabilities are
• Paid less in part-time and temporary jobs
  (about 25 less per week, and 5-17 less per
  hour)
• Less likely to have employer-provided pensions
  or health insurance
• More likely to live in poverty (no matter the
  type of job)
• More likely to stay in part-time jobs, but
  about as likely to move from temporary agency
  jobs to to standard full-time jobs

9
Key findings

• Non-standard work arrangements
• Account for almost half of the jobs of people
  with disabilities
• Appear to be driven mainly by health concerns,
  and not by employer discrimination or disability
  income earnings thresholds
• Provide lower pay and benefits to workers with
  disabilities than to non-disabled workers,
  leaving many in poverty
• Provide important opportunities for many people
  with disabilities, enabling many to work who
  otherwise would not be employed