Employment & Training Programs and Services
Published Date: August 01, 2011
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Career & Employment Information Services

Disability Related Employment Supports (DRES)

CONTENT

Authority
Overview
Intent
Accountability Measures
Policy

DRES Categories

  1. Job Search Supports
  2. Workplace Supports
  3. Education Supports

Responsibilities

Review of Decision

Forms
Appendices

 

AUTHORITY

Income and Employment Supports Act, Part 3 Section 20,
Disability-Related Employment Supports and Services Regulation

OVERVIEW

Alberta Employment and Immigration (AE&I) is committed to increasing the capacity of Albertans to respond to the skills and abilities required by a changing economy and demand for an ever-increasing knowledge-based skilled workforce. The participation of persons with disabilities in the Alberta economy is essential in fulfilling this commitment.

The needs of persons with disabilities in the workforce are diverse. To address these needs AE&I provides Disability Related Employment Supports (DRES) which may fund supports and/or services to assist Albertans with disabilities make successful transitions from school to work, unemployment to employment and from one career path to another.

AE&I strives to develop strong partnerships and work in collaboration with the person with the disability, the employer, the institution or training provider, and the other parties involved to determine the disability related supports and/or services needed by the person with a disability.

DRES is a support element in AE&I programs and services. DRES may also provide supports and/or services in education/training, job search and the workplace if the eligibility criteria for all parties are met.

INTENT

The intent of DRES is:

  • To level the playing field for persons with disabilities by providing individualized supports and/or services that address the barrier(s) to employment created by their disability.
  • To assist persons with disabilities participate in education/training leading to employment, access employment opportunities, and enable their full participation in the workforce. 
  • Not to replace or overlap supports and/or services already in existence by another program, funding source, Government of Alberta Ministry or provided by an employer.

ACCOUNTABILITY MEASURES

The expected outcomes of DRES are:

Accountability – Performance Measures are outlined in the Alberta Works On-line Policy Manual

POLICY

  • DRES eligibility is determined through an Employability Assessment and the development of a Service Plan.
  • The person with a disability must be employment destined.
  • There must be a direct relationship between the documented disability, the barrier created by the disability, and the support and/or service being requested.
  • Appropriate supports and/or services needed to address the person’s barrier must be a collaborative decision involving the person with the disability, AE&I and the training provider or employer and, in some situations, the specialist. 
  • Authority to approve DRES funding for supports and/or services, within the policy maximums is the responsibility of AE&I. 
  • DRES funding approval must be granted prior to the purchase and/or provision of disability related supports and/or services. 
  • If the person with a disability is eligible to receive the same or similar disability related supports and/or services from another program or funding source, they must access them prior to applying for DRES. Examples could include WCB and Insurance settlements.
  • AE&I is responsible for verifying that the DRES recipient received the supports and/or services for which AE&I has issued payment(s). 
  • AE&I is responsible for Service Management of the DRES intervention. This ensures that as the individual moves towards their employment goal any changes in their situation can be identified and addressed.
  • Mobius entry must be completed.

Individual Eligibility

In order to access DRES funding, the person with the disability must provide substantiation and meet the following criteria to be eligible: 

  • Be a person with a disability and have a barrier to education/training and/or employment that has been created by their disability and
  • Be a resident of Alberta or an Albertan working temporarily outside of the Province or an Albertan attending an out-of-province educational institution and 
  • Be a Canadian citizen, permanent resident, or refugee under the Immigration and Refugee Protection Act and be legally entitled to work and/or train in Canada.
  • A person with a disability is not eligible for DRES funding if involved in volunteer, supported, or sheltered employment.
  • A person with a disability may not be eligible for DRES funding if their supports and/or services are covered by:
     
    • Worker’s Compensation Board (WCB)
    • Disability Insurance
    • Canada Pension Plan Disability (CPP-D)
    • Insurance settlements
    • Alberta Aids to Daily Living (AADL)
    • Grants from Advanced Education and Technology
    • Other funders

Employer Eligibility

Employers are an essential piece of Alberta’s commitment to increasing the participation of persons with disabilities in the workforce. AE&I strives to develop strong partnerships and work in collaboration with employers to hire and support employees with disabilities.

Under Alberta Human Rights legislation, an employer has a Duty to Accommodate employees with disabilities. This includes incurring costs associated with accommodations. AE&I acknowledges that many employers already support the hiring of persons with disabilities. These employers through their individual contributions recognize the importance and value of a diversified workforce.

DRES’s role is not to assume the employer’s Duty to Accommodate. The intent of DRES is to work in partnership with small to medium sized employers (less than 500 employees) to determine the disability related needs of a potential or existing employee(s) and to negotiate with the employer the contribution of each party towards the cost of supporting an employee(s) with a disability.

An employer must meet the following criteria to be eligible and provide substantiation upon request:

  • Private and/or not-for-profit organization or company with less than 500 employees. 
  • Self-employed persons with disabilities may be eligible for DRES.  The supports and services that are funded must be directly linked to the disability.
  • DRES is not generally available to federal employment equity employers. If an exceptional circumstance(s) arises, Regions will review and consider the request. 
  • DRES is not available to the following employers – civic, provincial, and federal government, hospitals, and schools which include K–12 and publically funded post-secondary institutions.

DRES Categories

DRES is grouped into three categories according to the nature of the Service Plan item that the person with a disability is engaged in at the time he or she accesses the supports and/or services.

  1. Job Search Supports
  2. Workplace Supports
  3. Education Supports
  1. JOB SEARCH SUPPORTS

    The intent of Job Search Supports is to provide short-term supports and/or services to a person with a disability who is actively seeking employment.

    Policy

    • Job search supports may be funded to a maximum AE&I contribution of $5,000/person with a disability per Service Plan where the person is actively seeking employment and working in partnership with AE&I. In exceptional circumstances this maximum can be exceeded with Regional Director’s Approval.
    • Job Search Supports may be available to individuals with disabilities who are 16 years of age or older.
    • Includes supports and/or services that are required over and above mainstream services.
    • If the person with a disability is eligible to receive the same or similar disability related supports and/or services from another program or source, these must be accessed before DRES is provided. For example; if the person with the disability is attending a non-AE&I funded program or service which provides job search assistance, he or she must approach this provider first to fund the disability related supports and/or services needed. 
    • A Service Plan must be developed indicating that the person with a disability is employment destined, outlining the supports and/or services needed by the person with a disability to conduct an active job search, the period of time that DRES job search supports will be provided, and the DRES cost. 
    • AE&I is responsible to verify that the DRES recipient received the supports and/or services for which AE&I has issued payment(s).  
    • Mobius entry must be completed.

    Refer to the Eligible and Ineligible Assistive Services and Assistive Technology List.

  2. WORKPLACE SUPPORTS (WPS)
    The intent of DRES Workplace Supports is to provide initial short-term supports and/or services to assist a person with a disability transition into the workplace, maintain employment, and enable their full participation in the workplace.

    Workplace Supports is provided through four areas; A) On the Job Supports;
    B) Worksite Modifications; C) Vehicle Modifications; and D) Assistive Technology.

    Policy

    • Workplace Supports are employee specific and are provided as supports and/or services to the person with a disability to address the employment related barrier created by the disability. 
    • Workplace Supports may be available to individuals with disabilities who are 16 years of age or older.
    • AE&I will work in partnership with the employee with a disability and the employer to determine what disability related supports and/or services are needed to address the barrier(s). 
    • Maximum funding expenditures have been determined for each of the four areas listed below. In exceptional circumstances these maximums can be exceeded with Regional Director’s Approval excluding Worksite Modifications and Vehicle Modifications made on an employer owned vehicle.
    • Employees with disabilities can access workplace supports in each of the four areas while employed by the same employer. 
    • Eligible employers must provide the basic equipment and technology required by all employees for the job. DRES may assist in providing the employee with a disability the supports and/or services needed to address the barrier(s) created by the disability. (e.g. all employees require a computer to perform work duties but an employee with a disability may need disability related software to do the job. The employer is responsible to provide the computer and DRES may assist with the cost of the disability related software.)
    • Employers who are requesting worksite modifications and employer owned vehicle modifications must contribute the regulated amount for the cost of the accommodations for the employee(s) with a disability. Refer to 2B and 2C below for more details.
    • DRES will not cover business expenses such as start-up, operating, capital or renovation costs
    • A Service Plan must be developed outlining the supports and/or services needed by the employee with a disability, the period of time that DRES workplace supports will be provided, the employer’s contribution, and the DRES cost. 
    • AE&I is responsible to verify that the DRES recipient received the supports and/or services for which AE&I has issued payment(s).  
    • Mobius entry must be completed. 

    2A. On-the-Job Supports

    The intent of on-the-job supports is to provide initial short-term supports and/or services to assist an employee with a disability transition into a new workplace, and/or maintain employment and/or enable their full participation in the workplace.

    Policy

    • On-the-job supports may be funded to a maximum AE&I contribution of $35,000/employee with a disability while employed with the same employer. 
    • Cost-sharing is expected between AE&I and the employer.
    • DRES does not fund ongoing supports and/or services. DRES provides initial supports and/or services and gradually lessen its involvement as the employee with the disability becomes more competent in performing their job duties and builds their independence and employment capacity and/or the employer assumes the cost of accommodations. Exceptional circumstances may be considered if there is a change in the person’s disability or job duties which require additional DRES supports and/or services.

    On-the-job supports may include funding supports/services to an employee with a disability who is taking short-term training that is directly connected to performing their current job duties. This does not include education leading to certification offered by a post-secondary institution as that would then fall within DRES Education Supports. 

    Refer to the Eligible and Ineligible Assistive Services and Assistive Technology List.

    2B. Worksite Modifications

    The intent of worksite modifications is to physically modify a specific worksite to enable an employee with a disability to have access to their place of employment and/or to perform their work as any other employee.

    Policy

    • Worksite modifications are 50% cost-shared with the employer to a maximum AE&I contribution of $10,000/employee with a disability and up to $40,000/worksite that employs 4 for more persons with disabilities.
    • In the situation where a person with a disability changes employers, worksite modifications may be considered with the new employer.
    • Worksite modifications can be made to privately owned or operated buildings, but not to publicly owned or operated or publicly subsidized buildings. 

    Refer to the Structural Alterations List within the Eligible and Ineligible Assistive Services and Assistive Technology List.

    2C. Vehicle Modifications

    The intent of vehicle modifications is to assist a person with a disability to modify their vehicle which enables them to get to and from their place of employment, when public transportation is not available, and/or when the vehicle is necessary to perform their work duties. Vehicle modifications can be done on the eligible employer’s vehicle if the employee with a disability is required to operate the vehicle to perform their work duties.

    Policy

    • DRES may provide funding to assist with the cost(s) of modifying a vehicle owned by a person with a disability or an employer.
    • Vehicle modifications may be funded to a maximum AE&I contribution of $35,000 per vehicle.
    • DRES will only fund the vehicle modifications that are directly related to addressing the barrier(s) created by the person’s disability
    • In the case of the vehicle being owned by the person with a disability, initial and subsequent vehicle modifications require the owner to contribute to the cost of the modifications. DRES may contribute up to $35,000 for the first vehicle modification, 50% of the $35,000 for the second vehicle modification and 25% of the $35,000 for the third modification (which is the last vehicle modification DRES will fund for the individual with a disability). 
    • DRES will not modify another vehicle within five years of the last AE&I funded vehicle modification, unless the need is verified and recommended through an assessment by a recognized specialist.   
    • In the case of the vehicle being owned by the employer, the vehicle modifications are 50% cost-shared with the employer to a maximum AE&I contribution of $35,000/employee while employed with the same employer. Subsequent vehicle modifications for the same employee with a disability are the responsibility of the employer. 
    • If the person with a disability is the operator of the vehicle, a vehicle modification assessment must be completed by a recognized specialist. On subsequent vehicle modifications an assessment is only required if there is a significant change in the person’s with a disability functional ability.  
    • If the person with the disability is the operator of the vehicle they must hold a valid Alberta Driver’s License stating the appropriate condition codes.              
    • If the person with a disability is the passenger in the vehicle being modified, then a vehicle modification assessment is not required as the vendor can make the recommendations. In this situation, the only vehicle modifications that DRES will support are those done to accommodate the passenger with the disability.
    • Vehicle modifications must be completed by an Alberta vendor. If the person with a disability plans to have the vehicle modification completed outside of Alberta or is purchasing a vehicle that has been modified outside of Alberta, proof must be provided that an Alberta vendor will maintain and repair it after the modifications have been completed. 
    • A minimum of two quotes are required from certified Alberta vendors who perform vehicle modifications.  
    • DRES does not cover the cost of driver training or driver training specific to the modification(s) made to a vehicle, licensing, and insurance coverage.
    • DRES does not provide funding to purchase a vehicle and/or cover the costs of repairs, warranties or operating expenses of the vehicle that was modified or the vehicle modifications.
    • The owner of the vehicle that is modified must purchase vehicle insurance that includes coverage of the modifications. Documentation must be provided that confirms this.
    • All vehicle modifications funded by DRES must have prior authorization from AE&I.

    Vehicle Modification Options:

    Option #1 – Employee’s with a disability vehicle is being modified to get to and from work:

    • The responsibility and cost of getting to and from the workplace lies with the employee. In exceptional circumstance a vehicle modification may be required for a person with a disability when public transportation is not available.
    • Use of public transportation or other means must be deemed not available prior to modifying a vehicle. A statement of circumstance(s) from the employee with a disability is required. 
    • Confirmation of employment, location of worksite, and hours of work must be provided by the employee’s employer.
    • The employee with the disability must be the registered owner/co-owner of the vehicle being modified and provide documentation verifying ownership and insurance coverage. The vehicle cannot be under lease.
    • The vehicle modification policy above regarding the owner of the vehicle’s initial and subsequent contributions to the cost of vehicle modifications must be discussed between the employee with a disability and AE&I.
    • In this situation where the employer does not own the vehicle, the employer’s eligibility is not a factor.

    Option #2 – Employee with a disability’s vehicle is needed as a job requirement:

    • Confirmation of employment, location of worksite, hours of work, job duties, and vehicle requirement must be provided by the employer.
    • The person with the disability must be the registered owner/co-owner of the vehicle being modified and provide documentation verifying ownership and insurance coverage. The vehicle cannot be under lease.
    • The vehicle modification policy above regarding the owner of the vehicle’s initial and subsequent contributions to the cost of vehicle modifications must be discussed between the employee with a disability and AE&I. 
    • In this situation where the employer does not own the vehicle, the employer’s eligibility is not a factor.

    Option #3 – Eligible employer owned vehicle that the employee with a disability operates as a job requirement:

    • Confirmation of employment, location of worksite, hours of work, job duties, and the requirement of the person with a disability to operate the employer owned vehicle must be provided by the employer.                                                                                      
    • The employer or company must be the registered owner of the vehicle being modified and provide documentation verifying ownership. The vehicle cannot be under lease. 
    • The vehicle modification policy above regarding the owner of the vehicle’s contribution to the cost of vehicle modifications must be discussed between the employer and AE&I.

    2D. Assistive Technology

    The intent of Assistive Technology is to provide employees with disabilities specialized disability related technology which will enable them to perform their duties as any other employee in the workplace.

    Policy

    • Assistive technology may be funded to a maximum AE&I contribution of $35,000/employee with a disability while employed by the same employer.
    • Funding of the disability related assistive technology, installation, set-up, training, upgrades and maintenance may be shared between the employer and AE&I. The employer and AE&I will negotiate cost-sharing. DRES’s intent is to provide support for the initial disability related assistive technology and connected services needed by the employee with a disability and the employer’s responsibility will be the ongoing costs such as upgrades and maintenance of that assistive technology. 
    • The assistive technology funded by DRES is provided to assist the employee with a disability and considered to be employee specific. If the employee leaves the job, the assistive technology belongs to the employee and will leave with the employee to another job. If the employer has cost-shared the purchase of the assistive technology, ownership will be discussed at the time of purchase and agreed upon between all parties. This agreement will be put in writing.

    Refer to the Eligible and Ineligible Assistive Services and Assistive Technology List.

  3. EDUCATION SUPPORTS

    The intent of DRES Education Supports is to assist an eligible learner with a disability, who is employment destined, to participate in education and training.

    Post-secondary institutions and training providers are essential in building a knowledge–based skilled workforce in Alberta.  Alberta Advanced Education and Technology provides funding to 26 publicly funded post-secondary institutions for the accommodation of students with disabilities.  Learners with disabilities attending institutions not on the list below may be eligible for DRES Education Supports through AE&I.

    Refer to the List of the 26 publicly funded post-secondary institutions served under the Post-Secondary Learning Act

    Under Alberta Human Rights legislation, all post-secondary institutions have a Duty to Accommodate learners with disabilities. This includes incurring costs associated with accommodations.

    DRES’s role is not to assume the post-secondary institution’s Duty to Accommodate.  The intent of DRES is to work in partnership with the post-secondary institutions and training providers to determine the disability related needs of the learner and to negotiate with them the contribution of each party towards the cost of supporting a learner(s) with a disability. 

    Policy

    • DRES will not fund education supports for learners with disabilities served under the Alberta School Act or the Post-Secondary Learning Act
    • Education supports are funded to a maximum AE&I contribution of $75,000/academic year for a learner with a disability participating in an approved training program or in training approved by AE&I staff as per their Service Plan. In exceptional circumstances this maximum can be exceeded with Regional Director’s Approval.                                                                              
    • DRES supports learners with disabilities who are attending full-time training.
    • DRES supports learners with disabilities who are funded by the AE&I Skills Investment Bursary for part-time training.
    • A learner with a disability must apply for a Canada Student Loan and the Canada Student Grant for Services and Equipment for Persons with Permanent Disabilities if their program of study is designated for loan funding. Alberta Works learners and apprentices are exempt.
    • If the learner with a disability is eligible to receive the same or similar disability related support and/or services from another program or funding source, they must access them prior to applying for DRES.
    • A learner, who continues to meet the DRES eligibility criteria and demonstrates acceptable progress towards his or her Service Plan, may continue to receive DRES to the end of their Service Plan, providing that: 
      •  the need for the supports and/or services continues to be demonstrated 
      •  the supports and/or services are still DRES eligible and 
      •  a new DRES application is submitted to AE&I each academic year.
          
    • The assistive technology funded by DRES is provided as a support to the learner and is considered to be learner specific. The assistive technology belongs to the learner. 
    • DRES may fund the assistive technology and cover the cost of the installation, set-up, and training.  The learner is responsible for upgrades, insurance, maintenance, and repair costs.
    • DRES will fund the actual costs of the eligible supports and/or services that have been provided and approved by AE&I.
    • A Service Plan must be developed outlining the supports and/or services needed by the learner with a disability, the period of time that DRES education supports will be provided, the post-secondary institution’s and/or training provider’s contribution, and the DRES cost. 
    • AE&I staff is responsible to verify that the DRES recipient received the supports and/or services for which AE&I has issued payment(s). 
    • Mobius entry must be completed.

Refer to the Eligible and Ineligible Assistive Services and Assistive Technology List.

Additional situations

Alberta Learners with Disabilities attending Out of Province Post-secondary Institutions

  • Prior to applying for DRES it is the responsibility of the Alberta learner to contact the out of province post-secondary institution that they plan to attend to determine if their disability related supports and/or services can be provided and what funding is available. If funding is not available or is not sufficient to cover the costs of necessary supports and/or services, the learner can apply for DRES.

Out of Province Learners with Disabilities

  • Learners coming into Alberta to attend post-secondary institutions must explore disability related supports and/or services funding resources in their home province prior to applying for DRES.

Learners with Disabilities attending Specialized Post-secondary Institutions

  • Specialized post-secondary institutions offer programs specifically for persons with disabilities. The cost of supports and services to address the disability are included in the tuition, books and mandatory fees. As an example; Gallaudet University in Washington, USA is a post-secondary institution that provides education to deaf learners in an American Sign Language (ASL) environment. The intent of DRES in these situations is to assist the learner by providing funding to offset the higher cost of tuition, books and mandatory fees charged by the specialized post-secondary institution. DRES will provide the difference in the cost of tuition, books and mandatory fees between the specialized post-secondary institution and a similar program at a post-secondary institution in Alberta. This calculated amount will be considered as a resource for AET Learner Assistance purposes. 
  • Regional DRES Coordinators/Specialists must be consulted regarding the calculation procedure. AE&I staff will work in collaboration with staff from AET’s Learner Assistance Unit to determine the amount of DRES funding the learner with a disability will receive.   
  • DRES funding for education costs (tuition, books and mandatory fees) are taxable and a T4A will be issued to the learner at the end of the tax year. Regional DRES Coordinators/Specialists must be consulted regarding the Taxable Benefits Payment Process. 

RESPONSIBILITIES

Person with a disability will:

  • Provide requested documentation to substantiate DRES eligibility
  • Notify the AE&I staff of any changes in their situation that may affect DRES eligibility. This could include health, job search, education, or employment changes.
  • Report any issues or concerns in regards to their supports and/or services to AE&I, the employer, service provider or training provider
  • Use the funded supports and/or services 
  • Ensure assistive technology is maintained and insured
  • Be responsible for performance and attendance at work
  • Be responsible for acceptable progress and attendance while participating in education and/or training

AE&I will:

  • Conduct an Employability Assessment
  • Determine the person’s eligibility for DRES by collecting, copying and documenting information
  • Develop a Service Plan
  • Provide Service Management for DRES
  • Compile a DRES file using the DRES Checklist of Information as a guide
  • Establish a process in each Region to verify that a person with a disability received the DRES supports and/or services that AE&I funded
  • Enter all information on MOBIUS as per the Mobius Input Sheet and Mobius Guide.

Employer will:

  • Adhere to their Duty to Accommodate persons with disabilities which is outlined in the Alberta Human Rights legislation
  • Seek out cost/time effective means for providing supports and/or services
  • Develop, provide and implement the list of approved supports and/or services 
  • Ensure the supports and/or services are meeting the needs of the employee with a disability
  • Establish a time frame in which supports and services will be provided
  • Provide AE&I with requested information and documentation to substantiate an employee with a disability’s eligibility and/or verification of supports and/or service rendered.

Post-secondary Institution/Service Provider/Training Provider will:

  • Adhere to their Duty to Accommodate learners with disabilities which is outlined in the Alberta Human Rights legislation
  • Seek out cost/time effective means for providing supports and/or services
  • Develop, provide and implement the list of approved supports and/or services 
  • Ensure the supports and/or services are meeting the needs of the learner with a disability
  • Establish a time frame in which supports and services will be provided
  • Provide AE&I with requested information and documentation to substantiate a learner with a disability’s eligibility and/or verification of supports and/or service rendered.

REVIEW OF DECISION

Individuals requesting a review of a decision to deny DRES supports and/or services or to exceed maximum funding amounts must follow the DRES Review process.

DRES Review Process

Reviews are conducted in a timely manner with full representation of the information.

The DRES Review process has up to 3 components depending on the situation:

  1. Administrative Review
  2. Regional Director’s Approval
  3. DRES Review Committee
  1. Administrative Review

    The initial DRES decision is made by an AE&I Authorized Official. If the request for DRES is denied, a letter must be sent to the individual advising them of the decision, their right to an Administrative Review, the review process, and the time limit to request a review.
      
    • Individuals asking for a review of the initial decision must submit a written request for an Administrative Review to the Supervisor of the AE&I Authorized Official within 30 calendar days from the date the individual is informed of the decision.
    • This level of the review is done by the Supervisor (or designate) of the AE&I Authorized Official who made the initial decision to deny DRES.
    • The individual must be notified in writing of the results of the Administrative Review.
    • If the Supervisor upholds the initial decision, the individual must be informed in writing of the decision, the next review level; the DRES Review Committee, the time limit to request the review, and provided with the form ‘Request for Review of Benefits under Disability Related Employment Supports’ (EMP 3630). 
       
  2. Regional Director’s Approval

    Regional Director’s Approvals are used when an eligible individual’s request for DRES is to exceed the maximum funding amount that is outlined in the policy. 
     
    • If the request is denied by the Regional Director, the individual must be notified in writing of the decision, the next review level; the DRES Review Committee, the time limit to request the review, and provided with the form ‘Request for Review of Benefits under Disability Related Employment Supports’ (EMP 3630).               
                                                                                                   
  3.  DRES Review Committee

    A request to review the Administrative Review or the Regional Director’s Approval decision may be made to the Disability Related Employment Supports Review Committee (DRESRC) within 30 calendar days from the date the individual is informed of the decision to deny supports and/or services or exceed the maximum funding amount.

    The purpose of DRESRC is to provide an arms length decision review to ensure decisions are fair and equitable and are within parameters established by legislation, regulations, policy and agreements.

    If new or additional information that has not been previously considered is provided to the DRESRC, the DRES Review will not proceed until the AE&I Authorized Official who made the initial decision has considered it. The DRESRC Secretary will forward the new or additional information to the AE&I Authorized Official for their consideration and decision.

    The individual will be notified that their ‘Request for Review of Benefits under Disability Related Employment Supports’ has been received and the date on which it will be reviewed by the DRESRC.

    There is no requirement for the individual to attend the DRES Review but if they wish to attend, they may. If they plan to have another individual(s) in attendance with them at the review, they must advise the DRESRC. If the individual decides to send someone to represent them at the review, written consent must be provided to the DRESRC. No funds are issued to individuals for travel expenses related to the DRES Review.

    The decision made by the DRESRC will be provided to the individual in writing.

    Decisions of the DRESRC are final.

    Committee members are government employees appointed by the Minister of AE&I.

    DRESRC Members are:
     
    • Alberta Employment and Immigration, Workforce Supports Division, Director, Alberta Works Programs  Branch (or designate).
    • Alberta Seniors and Community Supports, Income Support for Persons with Disabilities Division, Director, Disability Planning and Support (or designate).
    • Alberta Advanced Education, Learner Assistance, Director, Learner Funding (or designate). 
    • Alberta Employment and Immigration, Alberta Works Programs Branch, Career Services Unit will serve as Secretary to the DRESRC.

FORMS

APPENDICES

Appendix #1 – DRES Checklist of Information Required
Appendix #2 – Mobius Input
Appendix #3 – Types of Specialized Assessments
Appendix #4 – Eligible and Ineligible Assistive Services and Assistive Technology List
Appendix #5 – Taxable Information
Appendix #6 – Taxable Benefits Payment Process
Appendix #7 – DRES Codes