Category: General Information FAQS

• Q. What is the ABC Group?

  The Associates of BCI, otherwise known as the ABC Group, is comprised of a group of parents, guardians and friends of BCI Employees.  The ABC Group began in the early seventies and is dedicated to supporting BCI through volunteer and community efforts including fundraising.

   The ABC Group’s purpose is to support BCI and all of its employees.  They also meet and share with other parents and guardians concerns of the employees.  There are no membership dues.  The ABC Group meets at BCI every other month.  The meetings are held in January, March, May, July, September, and November.  Everyone is welcome to attend.

   The ABC Group supports volunteer efforts such as wrapping Christmas presents for BCI employees, serving the meal at the annual Christmas party, and helping with any BCI Foundation special events.  This special group of people also provides a Halloween luncheon for all of the employees.  They purchase, prepare and serve this entire meal.  Another special event that is enjoyed by the BCI employees is the May Day dance.  This event it put on to give the employees an afternoon off to play carnival games, win prizes, eat popcorn, and dance to some groovey tunes.  This event gives the staff and employees a chance to socialize in a non-work environment.

   Throughout the year, the ABC Group conducts a few fund-raising activities such as Butter Braid and Cookie Dough sales, an Avon Fundraiser, and the annual Christmas Raffle.  The parents, guardians, and friends of BCI employees donate the craft items for the raffle.  All of the monies generated by the ABC Group are used to provide items needed by BCI employees.  Examples of items purchased by the ABC Group include the following: tables, chairs, microwaves, paint, chair rail, cove base for the walls, and high set chairs with secure bases for use on the production floor.

   Future purchases with ABC funds include plants for the cafeteria, ceiling fans, Knowledge for Living reimbursement scholarship program and an employee emergency fund.

   If you have any questions regarding the ABC Group please feel free to contact Stacy Lockwood at BCI at (636) 978-4330 x 129.

• Q. What is BCI?
  BCI stands for Boone Center, Inc.  We are a 501c3 not-for-profit organization that employs adults with developmental disabilities.  Our business is concentrated in the areas of contract packaging and miscellaneous assembly.
• Q. What kind of facility does BCI have?
  BCI has two modern buildings that total 102,500 square feet.
• Q. How is BCI Funded?
  Funding is provided by two major sources in addition to the revenues generated by BCI's work services/production organization. 
  
  DDRB, the St. Charles County Developmental Disabilities Resource Board, provides a reimbursement grant based on extra expenses that occur for providing services to disabled adults.  Funding is provided through SB40 legislation.
  
  DESE, the Department of Elementary and Secondary Education, for the State of Missouri provides a per diem for each day per FTE emplyee/client.

Category: Employment FAQS

• Q. How are our employees paid?
  Our employees are paid based on their ability to perform in relation to the performance of a person without a disability.  For example, if an individual produces 50% of what a non-disabled person receives for performing the same work, then the disabled employee would receive 50% of the prevailing wage.  These procedures are closely regulated by the U.S. Department of Labor.
• Q. What is prevailing wage?
  The prevailing wage for a particular job performed by a worker with a disability who receives a special minimum wage is the wage paid experienced workers who do not have disabilities performing essentially the same type of work in the vicinity.  An employer paying a special minimum wage must be able to demonstrate that the prevailing wage rate used to determine a commensurate wage was objectively determined.  Normally, prevailing wage rates are based on the results of surveys conducted by the employer.  The prevailing wage is not an entry-level wage or a training wage, but the wage rate paid to experienced employees after completion of any training or probationary periods.  An experienced worker is one who has learned the basic elements or requirements of the work to be performed, ordinarily by completion of probationary or training period.  Typically, such worker will have received at least one pay raise after successful completion of the probationary or training period.  The prevailing wage may not be lower than the applicable statutory minimum wage as established by section 6(a)(1) of the FLSA or, where applicable, a higher State minimum wage.
  
• Q. Who is eligible to work at BCI?
  Prior to being hired for employment in the workshop, an individual must be assessed by Vocational Rehabilitation to determine the extent of their disability and whether or not they are capable of working in an integrated competitive environment.  In the event that the individual cannot work competitively at that time, he/she will be certified for employment at BCI.
• Q. How do employees get to and from our facility?
  Transportation is currently provided, through affiliated services, to and from our facility for those employees who qualify.  Cost for this service varies depending on the individual's situation.
• Q. Who does BCI serve?
  Disabled adults over the age of 18 who are assessed as certifiable disabled by V/R and judged not to be competitively employable (cognitive, sensory, neurological, genetic disabilities).
• Q. How do you start the process to become employed at BCI?
  Eligible employees are referred to BCI from various sources including schools, other workshops, and complementary agencies.
• Q. How is an individual's payrate determined?
  BCI has a Special Minimum Wage Certificate from the U.S. Department of Labor (Sec. 14c) that allows us to pay less than minimum wage.  If a person is paid less than minimum wage, the certificate requires the center to pay an amount that is “commensurate” with their ability.  This means that BCI must base an individuals pay on the type, quantity, and quality of work they do compared to workers without disabilities doing the same or similar work in industry.
  
  Our U.S. Department of Labor Special Minimum Wage Certificate is posted in the front office on the wall.
  
  This allows an individual to learn at their own rate and to increase their pay as they improve quality and speed.  All pay rates are based on a survey of the same type jobs within local industry.  BCI surveys the local area at least annually for the prevailing rates paid for similar jobs.  An individual's work and production are reviewed regularly.  If they are paid an hourly rate, the rate is reviewed at least every six months and adjusted up or down according to their progress, quantity and quality of work.
• Q. What is the appropriate dress code for working at BCI?
  You should dress correctly for work.  Wear “safe” clothing.  Also, do not wear your best clothes, as they may get ruined .
  
  In addition to the safety regulations, all clothing must be in good repair.  The following are NOT ALLOWED:
  
  

  1. open toed or open heeled shoes, sandals, any shoes that leave any part of the foot exposed
  2. loose fitting or flowing clothing
  3. ties, rings or other jewelry that could get caught in the machinery
  4. shorts above the knee
  5. dresses or skirts
  6.  any ripped or tattered clothing
  7. muscle shirts
  8. midriff/crop tops, halter, tube or sleeveless tops (sleeves must cover the shoulders).

  Employees will not be allowed in the plant area if they are in violation of the dress code.
• Q. What are the qualifications of an individual in order to be considered for employment?

  To be considered for sheltered employment with BCI, individuals must meet the following minimum requirements:

  1)   Individuals who are 18 years or older and have a documented disability.

  2)   Individuals must be eligible for certification through MDVR and DESE.

  3)   Individuals must be capable of following appropriate safety measures to reduce risk of harm to self and others.  Must be incident free of any aggressive behaviors for 6 months prior to hire.

  4)   Individuals are expected to voluntarily participate in work.

  5)   Must be able to self-administer medications.  

  6)   Individuals must demonstrate work skills at a minimum of 10% of Industrial Standards.

  7)   Individuals must be independent in self-care needs.

  8)   Seizures under control with prescribed medication

  9)   Individuals must be residents of St. Charles or Lincoln Counties

• Q. What is Extended Employment?

  BCI is a 501c (3) not-for-profit organization that employs individuals with disabilities by operating a production facility as a certified extended employment sheltered workshop licensed by the State of Missouri through the Department of Elementary and Secondary Education (DESE).BCI receives a daily subsidy for each Sheltered Employee from the State of Missouri.  Employees are hired in a sheltered employment status and are paid an hourly wage based on their ability to perform work on a basis commensurate with the prevailing wage in the same geographic area.  Annually BCI Administrative staff contact other business in the St. Charles and surrounding counties to find out the wages paid to their workers performing work similar to BCI Production Employees.  BCI has an experienced, competent sales and production team which bids on packaging and assembly jobs in order to provide work for our Employees.  BCI has been in operation for over 45 years and has strong ties in the St. Charles County Community.   

Category: CEO Program FAQ's

• Q. What is CEO?

  CEO stands for Community Employment Opportunities (CEO).  CEO is a program within Boone Center, Inc. that offers meaningful, fulfilling jobs for individuals with disabilities in community enclave settings throughout the St. Charles region. 

• Q. What is an enclave?

  An enclave is a small group of employees with disabilities working in community business settings.  Enclave employees work as a team with other employees without disabilities who are employed by the subcontracted business.

• Q. What makes the CEO program different than Boone Center's Workshop?

  The primary difference is location.  Instead of businesses sending product to Boone Center, Boone Center will send employees to you.  Our employees working through the CEO program have additional skills and will be able to work at an accelerated pace when compared to our employees who work primarily at the Workshop.

• Q. Why should I consider subcontracting with BCI and CEO?

  We offer many significant advantages to companies that subcontract services with us.  First and foremost, BCI has a history of award-winning commitment to work of superior quality.  This trend will continue in the CEO program.  Second, since Boone Center remains the employer of the employees, CEO is responsible for worker’s compensation insurance, disability claims, and all employee supervision while our employees are on-site at your facility.  On another level, you will have the satisfaction of knowing that you are providing real opportunities for meaningful work to individuals who have limited choices for employment in the community.  The opportunity you provide will signal a profound positive change in how our employees live their lives.

• Q. What type of work can your employees provide?

  CEO will employ individuals with a wide array of ability levels and skills.  Examples of services CEO employees will provide include:

  ·        computer data entry

  ·        janitorial services

  ·        light production work

  ·        packaging and assembly

  ·        retail stocking and support

  ·        landscaping

  ·        mail or report sorting/filing

  ·        delivery services (within a single facility or building)

  As the CEO program grows, we expect that a wider range of job options will become available to CEO employees.  CEO can also develop an enclave of specific people with the skills to meet our customers’ needs.

• Q. What employee supervision will CEO provide?

  At least one job supervisor/coach employed by CEO will be available at all times when employees are working at the enclave.  More than one staff may be provided depending on the number of employees in the enclave or the nature of the work.  The job coaches will be available at all times to assist the employees consistently throughout their career with CEO.  This assistance will not gradually decrease as in other employment models.

• Q. What training will CEO employees receive?

  CEO has a policy to fully understand our customers’ job procedures and expectations before we start producing product.  The first step involves the management team of CEO meeting with customers to detail the job’s specific requirements.  CEO then provides the necessary training for our employees and will prepare them to complete your product.  Training could involve several different stages, from emulating real-life work situations at BCI’s facility to “trial-runs” at our customer’s facility.  Finally, the CEO supervisor will work with employees to ensure that training is consistent and ongoing. 

• Q. What is the cost associated with CEO contracts?

  The actual cost depends on the requirements of the job and the amount of time needed to complete the project.  CEO will negotiate with the customer to establish a piece-rate contract or, if necessary, a single contracted payment amount. We expect that contracts will remain in place with community partners for a minimum of six months. Some enclaves could operate for shorter periods of time with prior planning.

• Q. What hours do your employees work?

  CEO will arrange for our employees to work within the days and shifts needed by your company.  Most employees will prefer to work full-time, weekday daytime hours.  We will have additional employees who will prefer to work part-time, second shift and evening hours as well. 

• Q. How will you count for employee absences?

  As with any business, CEO anticipates that illnesses and unexpected emergencies will keep an employee away from work.  CEO will provide opportunities for employees who wish to work part time to serve as a “substitute” for other regular employees who are out sick or on vacation.  The substitute worker will have the same advance training that the regular workers had received.

• Q. How do I receive more information?

  Call Boone Center at 636-978-4300.  Ask for Becky Greening, Director of Employment Services, at extension 107, or Tom Barratt, Sales Manager, at extension 109.

• Q. Who will be my actual employer?

  Since Boone Center, Inc. will contract with other businesses in the community, you will be an employee of CEO.  Therefore, you will accrue actual benefits through CEO, including vacation, sick and holiday pay.  In some situations, you may also be eligible or additional benefits, including medical insurance through CEO.

• Q. How long will contracts with businesses remain in place?

  CEO is not considered to be a Temp. Agency.  We expect that contracts will remain in place with community partners for a minimum of six months.  We intend to have employees in the same enclave and at the same location for a long-term period of time, however the scope of the actual job may change occasionally.  Should an enclave end or wind down, other enclaves will become available so that the employee will remain employed without interruption.

• Q. Will I be working with a job coach at the enclave?

  Yes, a job coach employed by CEO will be available at all times when employees are working at the enclave.  The job coaches will be available to assist the employees consistently throughout their career with CEO.  This assistance will not gradually decrease as in other employment models.

• Q. Is CEO considered sheltered employment or supportive employment?

  CEO is designed to be a bridge between traditional supportive employment and work at a sheltered workshop.  It operates under the conclusion that some individuals need continuous, more intense support not available in supportive employment environments without the structure of a sheltered workshop.  Employees are expected to work independently and with minimal supports, however an onsite job coach/supervisor is always available to offer assistance. 

• Q. Who is eligible for employment with CEO?

  Employment opportunities are available for adults who have mental illness, developmental disabilities or learning disabilities that make other employment options overly challenging or unavailable.  Interested persons should be over age 18 and be residents of St. Charles County.  In addition, eligible persons must be able to work independently with minimal prompts and supports, while being able to meet a minimum performance level set within each enclave.  Applicants must show no danger to self or others, must be aggression free prior to hire and continue to be aggression free after hire, must be able to self medicate (if applicable) and must have medical issues under reasonable control with prescribed medication. 

• Q. What transportation options will be available?

  For the most part, employees are expected to secure their own transportation to their work site.  More information about transportation and funding options is available through the service coordination team at the St. Louis/St. Charles Regional Center.  CEO will help you develop a transportation plan through your existing support network.

• Q. Do I have to be a client of Voc. Rehab?

  You do not need certification from VR to be eligible for employment through CEO.  We encourage all employees to become VR clients so that they have a complete range of options and support.

• Q. How much will I be paid?

  Employees who do not obtain certification will start with an hourly wage of at least $7.05/hour, the present minimum wage, with opportunities for scheduled pay raises.  These employees will be required to maintain a consistent level of production each day with the assistance of the continuous supports through CEO. 

   

  Employees who do possess certification through DVR are required to be paid a commensurate, special minimum wage that is based upon their performance percentage compared to the industrial standard associated with that enclave.  These employees will have their performance evaluated every three months and their commensurate wage will increase (or decrease) accordingly. 

   

• Q. What are the hours?

  This depends on the job requirements for each enclave.  Most jobs will be full-time, weekday daytime hours.  Some enclaves will offer second shift and evening hours as well.

• Q. Can I work part-time?

  It is anticipated that most enclaves will require a full time, 32-40 hour work week.  Some enclaves may have job assignments that will accommodate a part-time schedule, however electing to work part-time will limit the job choices available for an employee.  There will also be opportunities to work as a “substitute” for other regular employees who are out sick or on vacation. 

Questions?