Projects With Industry directly targarts employment of persons with disabilities. In its twenty year history the program has minimal federal funding, totalling about $4 million in 1968 to about $17 million FY 1990. Yet it has been a most cost-effective program that statistics show for every dollar spent $18 is earned and taxable. This item of the budget, if increased by increments annually to $100 million would make considerable impact upon unemployed disabled people and would enhance state vocational rehabilitation services. In an increase of the annual budget to $100 million incrementally would allow a set-aside of a percentage to invite industry initiatives and leadership in undertaking the PWI program in replication of the National Restaurant Association's demonstration these last eleven years. such industry associations, the following might be in perspective: Among Food Marketing Association Retailer Owner Cooperatives American Hotel-Motel Association Single Unit Supermarket Operations Travelers Institute of America Association Supermarket Grocery and Convenience Stores General Merchandising/Variety Chains & Specialty Stores Specialty Stores (Women's, Men's Children's Wear) Department Stores Home Furnishings To be more effective such replicated entities might form a collaborating organization, such as the National Association of Industries for the Employment of Persons with Disabilities, and would have as starters other currently conducted industry PWI programs by Electronic Industry Foundation, The International Association of Machinists Airspace Workers, AFL-CIO's Human Resources Development Institute, American Horticultural Training Association, IBM Corporation. Development of multiple industries' roles in the PWI program appears to be a very promising resource from which to tackle the problem of untrained/unemployed millions of people with disabilities. Other federal programs which are effective in the employment of mentally and physically disabled persons are: Section 190 of the Internal Revenue Code; it should be expanded to include not only the costs of removing physical barriers, but also include expenses to provide essential equipment for persons to perform the job. Also, the Target Job Tax Credit (TJTC) Act should be enacted for longer periods than a single year, if not permanently, to give employers a consistent incentive to hire people with disabilities. Too, the Job Training Partnership Act in its current revisions should make more inclusive provisions for training persons with disabilities. Out of existing state vocational rehabilitation services, provisions for training job-coach counselors, might This body of professionals would be very be introduced. helpful to small businesses in overseeing the disabled person successfully qualifying for the job. 3. Could you expand a little on your concerns about elements in the ADA as it now stands. Our concerns are summarized in the submitted copy of Working Paper 1 of the Disability Rights Working Group. McDonald's Corporation demonstrates through its welldeveloped hiring practices that the scope of 504 affords thorough protection to persons with disabilities in the workplace. Existing requirements under 504 raise no concerns to the employer and need no further prescriptions of law to secure persons with disabilities against discrimination by an employer. In light of McDonald's non-concerns experiences for years in successfully hiring persons with all sorts of disabilities, may we supplement the National Restaurant It presents Association's testimony by presenting a copy of McJobs: Opening New Doors for Disabled People. The book is a comprehensive guide to McDonald's management. McDonald's philosophy in hiring and the substance for a thorough orientation and methodology for training McJobs candidates under a job-coach. Also submitted herewith are copies of the National Restaurant Association's pamphlet, Marketing Placements, addressed to job-placement counselors of disabled jobseekers. September 19, 1989 The Honorable Major R. Owens Subcommittee on Select Education Dear Representative Owens: As you In our September 11th letter, we responded to the concerns raised by the Disability Rights Working Group in its Working Paper regarding H.R. 2273, the Americans with Disabilities Act (ADA). requested, we are also responding to two additional questions addressed to Brother Philip Nelan of the National Restaurant Association by Representative Steve Bartlett. Representative Bartlett's first question concerned the type of experience and success the restaurant industry had had in bringing disabled people into the workforce. Brother Nelan responded by. discussing, among other things, the need for ensuring that personnel and managers at different echelons implement corporate policy, and the need for stronger coalitions in local areas among different programs and agencies to coordinate training and placement. We agree that effective implementation of policies 39th ANNUAL MEETING • MAY 9, 1989 • WASHINGTON, D.C. "Equality In a Free. Plural, Democratic Society" |