Contrat d'intégration au travail ### 📋 Eligible Entities - Private for-profit businesses of any size - Non-profit organizations and social enterprises - Public sector employers (government departments, agencies, municipalities) - Any employer with a valid Quebec business registration - Employers located in Quebec or planning to establish operations in Quebec - Organizations must employ the person with a disability on a permanent or long-term contract basis ### 💰 Funding Details - Wage subsidy: Covers a percentage of gross salary paid to the employee with a disability (typically 50-75% depending on program variation) - Duration: Generally 12 months, renewable up to 24 months based on integration success - Maximum subsidy amount: Variable based on regional labor market conditions and individual assessment - Supplementary expense reimbursement: Coverage for workplace adaptation costs, assistive technology, or training expenses directly related to employment integration - Non-repayable: Grant funds do not require repayment - No matching contribution required from the employer ### 🛠️ Approved Expenses - Wages and salaries: Direct subsidy toward employee compensation during integration period - Workplace adaptations: Physical modifications, ergonomic equipment, accessibility features - Assistive technology: Software, devices, or tools enabling job performance - Training and supervision: Costs for specialized training, job coaching, or mentor support - Transportation assistance: Support for commuting accommodations or specialized transportation - Disability-related workplace supports: Personal assistant services, sign language interpretation, or similar accommodations ### ⚠️ Conditions & Milestones - Medical documentation: Employer must provide proof of the employee's disability status from a qualified professional - Employment contract: Formal written employment agreement required before subsidy activation - Integration plan: Develop and submit a detailed employment integration plan outlining job duties, accommodations, and support strategies - Regular reporting: Quarterly or semi-annual progress reports documenting employee performance and integration milestones - Minimum employment duration: Employee must remain employed throughout the subsidy period; early termination may result in fund recovery - Compliance verification: