Labor

Every Goverment extending so many benefits to the farmers, but actually they beneficiaries are big and corporate farmers.

My daughter was having heart problem due to this malnutrition. Now she is suffering from lungs problem also. God is with us.

The defining moment for me was when the Employment Equity Act was promulgated in October 1998, one of its objectives is to eliminate unfair discrimination in employment. In addition, in the Act “designated group” means black people, women and people with disabilities. In respect to the regulations in the Act, 2% of employees that work within “designated employer” company (i.e. a person who employs 50 or more employees) must be persons with disabilities.
I served on the Task Team that compiled the Code of Good Practice on Employment of Persons with Disability in 2002 in the Act and hence, when the much awaited Act was promulgated, I believed that we had an opportunity to improve training and employment opportunities for persons with mental disabilities.
Sadly, people with mental disabilities are at the bottom rung of the employment ladder and seem destined to remain dependent on social assistance even though they are able to make a contribution in the workplace. They face daily exclusion and discrimination on account of the stigma of mental illness.
However, through the provisions of the Act, we are in a position to provide an enabling economic environment through advocating for their employment, accessing funding for work skills training and educating employers about reasonable accommodation as mental disabilities are an invisible disability.

DCMH has done pioneering work in developing employment options. The Workshops have transformed since 1998 from being purely psychosocial rehabilitation projects to job grading the Mental Health Care Users so that those that have the ability can be equipped with meaningful work skills and opportunities that will lead to sustainable employment.
Youth with mental disabilities long for a better future and at DCMH we are committed to ensure that they receive the necessary work skills and opportunities to shape their future.

Under the direction of executive director, Jerry Dincin, PhD (1965-2003), Thresholds became increasingly interested in the evaluation of its services for the purposes of program improvement. Studies conducted at Thresholds provided quantitative evidence of the need for effective employment services first understood intuitively by Thresholds founders in the early '60s. Analysis of data collected in the 1980s showed that the percentage of consumers employed at intake to the agency ranged from only three to seven percent. In order to assess the most effective services to address this problem, Thresholds began to conduct research studies comparing employment outcomes of members enrolled in traditional pre-vocational services with those engaged in competitive employment. As study results illustrated the effectiveness of competitive employment over other employment models, Thresholds shifted increasingly toward a “place-train” approach in which consumers obtained competitive jobs in the community and were provided with on-going supports.

Thresholds committed to evidence-based supported employment (EBSE) services beginning with a five-year research study of supported employment in 1999. This study, conducted in conjunction with Dr. Gary Bond from IUPUI and the Dartmouth Psychiatric Research Center, demonstrated the greater effectiveness of EBSE in obtaining successful employment outcomes for consumers compared to Thresholds’ previous vocational model. With the arrival of Dr. Tony Zipple as the new Chief Executive Officer in June 2003, Thresholds made a commitment to recovery-based services and to evidence-based supported employment in particular.