Department of Rehabilitation's On the Job Training Agreement (OJT)


What is OJT:

  • OJT is a three way "non-binding" contract between:
  • Consumer
  • DOR Counselor
  • Employer

What does "non-binding" mean:

  • The term "non-binding" can be confusing because the contract is binding if all parties are in agreement of contract terms and all three signatures are present which makes the contract binding.
  • "Non-binding," means that the contract is binding up until the point of departure. When parties involved with the contract are not happy they can terminate the contract and walk away without penalty.
  • When the contract is terminated all monetary payments are stopped.

What is the goal of OJT:

  • OJT is an incentive for employers to hire our clients.
  • Our goal is that the employer keeps the consumer hired on as an employee at the conclusion of the OJT contract

When do DOR Counselors use the OJT:

  • OJT is used when negotiating employment for a consumer to assist the employer with expenses related to training the consumer.
  • OJT is meant to be used strictly as training funds and should not be used to supplement wages.
  • The Consumer must be receiving at least minimum wage when the contract is in effect. The weekly work hours of the consumer are flexible and should be agreed upon by the participants.
  • Counselors will need to set up a meeting with employer to discuss the contract terms.
  • All three parties should be present to agree upon the terms.
  • Use the "On The-Job Training Agreement" form to draw up the contract.
  • The form titled: Payee Data Record STD 204, has to also be used in conjunction with OJT contract. This form will verify that the employer has a Federal Employer Identification Number and a taxpayer ID number.

How much money can we offer to support OJT for consumers:

  • Counselors with post approval have the ability to offer employers up to $1,500 for OJT without Supervisor involvement.
  • The amount of OJT is negotiated between counselor and employer to offset training costs.
  • Highly skilled jobs may require higher OJT funding as well as some consumers who may need more training than usual.
  • All parties will determine the amount agreed upon. If more than $1,500 is negotiated Supervisor and DA approval will be needed.
  • The amount of OJT that is decided upon should be paid monthly to the employer. In return the employer will provide a monthly report on training, which should include documentation of the hours of training that the OJT is based upon.

How long should the contract last:

  • There is no set time limit for OJT.
  • Typically employers will have a 90-day probationary period and counselors can design the OJT to last through the probationary period.

What if the employer asks about the consumer's disability:

  • We cannot reveal any disability information to the employer.
  • We can say that we feel that the consumer is a qualified candidate, but that there is always an option of pulling out of the contract if they feel the consumer does not fit their qualifications and company.

Do we pay workers compensation fees:

  • DOR cannot pay the fees for an employer to add an employee onto their workers compensation plan. DOR can only pay any additional workers compensation fees that might be incurred by the business. But, ADA and FEHA states that there should not be any additional workers compensation fees.

 Contact info: ________, DOR Employment Coordinator   xxx-xxx-xxxx

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