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• W137609477 abstract "Individuals with disabilities should expect employee benefits similar to those expected by all employees (Gilbride, Thomas, & Stensrud, 1998; Hart Research Associates, 2001; Rehabilitation Act Amendments, 1998; Shoob, 2001). The lack of availability of employee benefits, specifically health insurance, can be a deterrent for individuals considering employment (Golden, 1998; West, Kregel, & Banks, 1990). The benefit package available to employees is an important issue in employee satisfaction for all employees including those with disabilities (Hart Research Associates, 2001; Mitchell, 1983; West et al., 1990). While preliminary data suggests that access to typical employee benefits by individuals with disabilities is restricted relative to workers in the general population (Lustig, Strauser, & Donnell, in press), an important issue is the effect of race and gender on access to employee benefits. This study considers the impact of race and gender on access to typical employee benefits for individuals with disabilities. Vacation, sick leave, health insurance, and retirement benefits are considered a significant aspect of job satisfaction and viewed as very important by employees (Blau, Merriman, Tatum, & Rudman, 2001; Hart Research Associates, 2001; Golden, 1998). In addition, research investigating quality employment outcomes for individuals with disabilities have used employee benefits as an indicator of valued employment (Gilbride et al., 1998; Rehabilitation Services Administration, 1998; Rumrill & Roessler, 1999; Shoob, 2001). For most American workers, health insurance is the key employee benefit (Alston & Bell, 1997). While two-thirds of Americans are employed in jobs with health insurance, workers at the lower end of the salary scale are much more likely to have jobs without health insurance (Budetti, Shikles, Duchon, & Schoen, 1999; Duchon et al., 2001; Duchon, Schoen, Simantov, Davis, & An, 2000). For example, workers earning less than $35,000 annually are four times as likely to be uninsured than those earning over $35,000 (35% vs. 7%; Budetti et al., 1999). One-fifth of workers lack access to employer sponsored health insurance either because their employer does not offer insurance or they are ineligible due to limited work hours or a waiting period (Duchon et al., 2000). Employer and Employee Expenditures Employer expenditures on benefits are significant, accounting for 41% of employer's payroll in 1993 (Blau et al, 2001). The significant cost of health insurance to the employer has caused employers to tighten or drop health insurance benefits, perhaps making jobs less appealing to people with disabilities and discouraging employers from employing people with disabilities who have high health care (p. 2, Stapleton, Houtenville, & Goodman, 2001). Health insurers are passing the increased cost of health care to the employer with the average health cost increasing to $6000 per employee in 2003 (Clark & Fischman, 2001). The costs, in turn, are shifted to employees through reduced coverage, higher employee out-of-pocket costs, and less choice (Clark & Fischman, 2001; Lambrew, 2001; Levit, Smith, Cowan, Lazenby, & Martin, 2002). Out-of-pocket (OOP) costs are health insurance related expenses such as premiums, deductibles/co-pays, prescriptions, inpatient care, and medical equipment incurred by workers. For workers with employer sponsored health insurance OOP costs are a significant financial burden (Merlis, 2002). Almost one-third of families with incomes between $15,000 and $29,999 spend greater than 5% of family income on OOP expenses (Merlis, 2002). Families members with health problems are also at risk for increased OOP expenditures. Families with any health problem, regardless of family income are twice as likely (13% vs. 7%) to spend 5% or more on health related costs. For example, the likelihood of spending 5% or more on OOP expenses doubles for individuals with diabetes or mental disorder. …" @default.
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• W137609477 date "2004-04-01" @default.
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• W137609477 title "Employee benefits for individuals with disabilities: The effect of race and gender" @default.
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