Module 6: Onboarding and Training

Employment Agreement

Any employer of neurodivergent individuals must establish an agreement that includes:

The names and addresses of the onboarding neurodivergent employee

The rate of payment for the neurodivergent worker—which shall not be less than seventy-five percent of the applicable legal minimum wage

The work to be performed by the neurodivergent worker

Criteria of suspension or dismissal from employment

Procedures for disciplinary actions (involving the company, employee, partner school or organization, and if necessary, the parent/guardian)

Benefits—standard and additional, if any

These shall be discussed with the partner school or organization and the parent/guardian if necessary.

Training and Advancement

Once a neurodivergent job seeker has been recruited, the initial support needs to be continued. Any adjustments should be reviewed regularly to ensure that they can be fully efficient and develop in their role through training and development opportunities.

Training Plan

A training plan describes the key decisions, tasks, and resources needed to develop a strategy for developing training. This is significant in considering training strategy and implementation to avoid impromptu training. This plan should incorporate the improvement of skills, behavior, and social life in the workplace.

Whoever's conducting the training should undergo training/orientation from the partner school or organization. The training plan should be developed in collaboration with partners as they are the most familiar with assessing the skills and competencies of the employee.

Career Advancement

The company should provide information about other potential job opportunities for the neurodivergent employee’s potential advancement within the organization. This must be an informed plan in collaboration with the partner school or organization or parent/guardian following the objectives of the company. Their immediate supervisor should coordinate with other departments of the company to keep track of opportunities for career advancement—which is a concrete step towards real work inclusion.