The costs of PWI's services to employers vary depending upon the PWI service, and the job performed. There are no costs to the clients/participants.
To determine the cost of a project, PWI completes a time study according to U. S. Department of Labor standards. After the costs have been determined, a contract agreement with the business is completed. PWI will invoice the employer every two weeks or upon completion of the job. The clients who complete the job will be carried on PWI's payroll due to potential sub-minimum wage payments and to provide a full-range service for the employer.
Quality control checks are completed on all projects. With PWI's Contract Services, quality is the focus of our work, and is the reason our satisfied customers continue to return. Our pledge: if you are not completely satisfied with the work performed, you will not be charged.
The cost for PWI's services is dependent upon a level of productivity, which is calculated with the prevailing wage paid for the work performed. The level of productivity will vary from worker to worker. An example would be if 'Tom' is working at 65% productivity and the prevailing wage is $6.25/hour, Tom's pay would be ($6.25 X .65 = $4.06/hour).
When an agreement has been reached between PWI and the employer, the Job Developer will prepare a contract agreement. The PWI worker will normally be carried on PWI's payroll due to potential subminimum wage payments and to provide a full-range of services for the employer. If the employer pays minimum or prevailing wage to the workers in the group, the employer may choose to carry the workers on their payroll. PWI will invoice the employer every two weeks.
This is part of what creates the 'win-win' situation for the employer, the worker, and PWI. The worker's wage is based upon their own productivity: the faster and higher the quality of work, the higher the pay. The employer benefits because they know that they will only pay for actual productivity and quality work. PWI succeeds because we are able to create more and more opportunities for individuals who are motivated to work and employers who realize the benefits of hiring workers with disabilities.
The only cost to the employer is the wage paid to the PWI worker. This wage is customarily at least the prevailing wage paid to other workers performing the same work. The PWI worker is on the payroll of the employer and is treated as any other hire.