GOOD AFTERNOON, EVERYONE. THANK
YOU FOR BEING HERE TODAY. I'M
ASSEMBLYMEMBER'S LIZ ORTEGA. WE
EXPECT TODAY'S HEARING SELECT
COMMITTEE ON OPPORTUNITIES AND
BARRIERS FOR PEOPLE WITH
DISABILITIES IN THE WORKPLACE TO
LAST ABOUT THREE HOURS. I WOULD
LIKE TO KNOW THAT WE ALSO HAVE A
SL INTERPRETERS IN THE ROOM.
THERE WILL BE HERE FOR THE WHOLE
HEARING. AFTER OUR FOUR PANELS.
THERE WILL BE PUBLIC COMMENTS
SECTION IN WHICH ANY MEMBER FROM
THE PUBLIC CAN SPEAK FOR UP TO
ONE MINUTE. COMMENTERS MAY
PARTICIPATE IN PERSON HEARING
ROOM 1100 AT 1021 ST IN
SACRAMENTO, OR YOU MAY CALL INTO
THE TELECONFERENCE LINE COMMENTS
MADE. THE TELECONFERENCE NUMBER
IS 877692. AND THE PUBLIC ACCESS
CODE IS 18501. THIS INFORMATION
IS ALSO POSTED ON OUR SELECT
COMMITTEE WEBSITE. WE'RE ALSO
ACCEPTING WRITTEN TESTIMONY,
WHICH CAN BE EMAILED TO
ASSEMBLYMEMBER'S DOT ORTEGA AT
ASSEMBLY DOT CA.GOV. PLEASE
SPECIFY SELECT COMMITTEE IN THE
SUBJECT. PLEASE NOTE THAT ANY
WRITTEN TESTIMONY THE MINUTE TO
THE COMMITTEE IS CONSIDERED
PUBLIC COMMENT. IT MAY BE READ
INTO THE RECORD OR REPRINTED. WE
ASK THAT ALL SPEAKERS MAINTAIN
PROFESSIONAL DECORUM AND KEEP
THEIR COMMENTS RESPECTFUL AND
RELATIVE TO THE ISSUE BEING
DISCUSSED. THANK YOU, EVERYONE
FOR BEING HERE. THANK YOU. FOR
MY COLLEAGUES. ASSEMBLYMEMBER'S
FELONIES. AND ASSEMBLYMEMBER'S
ASH. CARLA, THANK YOU FOR BEING
HERE TODAY. I LIKE TO THANK
SPEAKER EMERITUS ANTHONY RENDON.
FOR ALLOWING ME TO CREATE THIS
SELECT COMMITTEE AND SPEAKER
ROBERT RIVAS FOR ALLOWING US TO
CONTINUE AND THIS MEETING TO
TAKE PLACE TODAY. I'M HOSTING
THIS HEARING TO EXPLORE. HOW WE
CAN ADDRESS BARRIERS AND EXPAND
OPPORTUNITIES FOR EMPLOYMENT
AMONG PEOPLE WITH DISABILITIES.
AS A LABOR LEADER PRIOR TO
COMING TO THE ASSEMBLY. I HAVE
PERSONALLY REPRESENTED AND
ADVOCATED FOR HUNDREDS OF
THOUSANDS OF WORKERS, INCLUDING
MANY WORKERS WITH DISABILITIES
AND WORKERS WHO EXPERIENCED THIS
ABILITY WHILE ON THE JOB. WHILE
PREPARING FOR THIS HEARING, AND
ONE OF THE REASONS I WANTED TO
REALLY HAVE THIS TODAY IS, UM,
AN ARTICLE I READ THAT TALKED
ABOUT HOW DURING THE PANDEMIC
FOR THE FIRST TIME, A LOT OF
FOLKS A LOT OF PEOPLE WITH
DISABILITIES WERE NOW FEELING
INCLUDED IN THE WORKPLACE WITH
THE ABILITY TO WORK FOR A HOME.
IT GAVE EVERYONE AN OPPORTUNITY
TO FEEL PART OF THE WORKPLACE
AND BE RECOGNIZED AND SEEN.
UNFORTUNATELY, WHAT WAS ALSO
TALKED ABOUT WAS MORE EMPLOYERS
ARE RETURNING TO THE OFFICE.
MANY EMPLOYEES IN THE THERE WERE
ABLE TO PARTICIPATE ARE NOW
HAVING TO RETURN TO THE OFFICE
AND THEREFORE TAKING AWAY A LOT
OF THE GAINS THAT WERE MADE
DURING THE PANDEMIC FOR THIS
WORKFORCE. THERE ARE STAGGERING
RATES OF UNEMPLOYMENT AMONG THIS
POPULATION, AND THAT SHOULD BE
CONCERNING TO ALL OF US. THE
UNEMPLOYMENT RATE AMONG THE
DISABLED POPULATION IN THE
UNITED STATES HAS MORE THAN
DOUBLE WHAT IT IS FOR WORKERS
WHO DO NOT HAVE REPORTED A
REPORTED DISABILITY. AND THE U.
S ALONE. ONLY 40% OF PEOPLE WITH
DISABILITIES ARE EMPLOYED
COMPARED TO 78% EMPLOYMENT RATE
AMONG THOSE WITHOUT
DISABILITIES. AMONG THE SMALL
NUMBER OF THOSE WITH
DISABILITIES WHO ARE ABLE TO
FIND JOBS, MANY FACE
DISCRIMINATION OR BARRIERS TO
RECEIVING REASONABLE
ACCOMMODATIONS. HOWEVER. THERE
ARE MANY MODEL EMPLOYERS WHO
ACTIVELY RECRUIT WORKERS WITH
DISABILITIES PROVIDE THEM WITH
REASONABLE ACCOMMODATIONS AND
FIND THAT THERE ARE VALUABLE AND
PRODUCTIVE MEMBERS OF THIS
WORKFORCE. DURING TODAY'S
HEARING. WE WILL HEAR FROM SOME
OF THESE EMPLOYERS WHO WILL
SHARE THEIR BEST PRACTICES WERE
ALSO HEAR FROM EXPERTS ON THE
TOPIC ABOUT BROADER ISSUES AND
CHALLENGES. AND MOST IMPORTANTLY
, WE'LL HEAR FROM SEVERAL
INDIVIDUALS WITH DISABILITIES
WILL SHARE THEIR EXPERTISE AND
PERSONAL EXPERIENCES. WE WILL
DISCUSS THE SCOPE OF THE PROBLEM
BUT MOST IMPORTANTLY, POTENTIAL
SOLUTIONS THAT WE CAN TAKE HERE
IN THE STATE OF CALIFORNIA. AND
OTHER STATES CAN LOOK AT US AS
MODELS. WHILE THERE ARE SEVERAL
EXISTING STATE PROGRAMS DESIGNED
TO CONNECT THE DISABILITY
COMMUNING COMMUNITY WITH
MEANINGFUL EMPLOYMENT,
EMPLOYMENT. UNFORTUNATELY MANY
OF THOSE PROGRAMS ARE START
STILL NOT MEETING THEIR INTENDED
GOALS. AS THE FOURTH LARGEST
ECONOMY, OR THE FIFTH LARGEST
CLOSE TO ABOUT TO BE THE FOURTH
LARGEST ECONOMY IN THE WORLD.
THERE IS NO REASON WHY
CALIFORNIA CANNOT UPLIFT THE
DISABILITY COMMUNITY AND PROVIDE
OPPORTUNITIES OF EMPLOYMENT OR
HIGHER EDUCATION. I HAVE A LOT
OF HOPES FOR TODAY'S HEARINGS
AND A LOT OF HOPE FOR ACTION
AFTERWARDS. I WOULD LIKE TO NOW
ALLOW MY COLLEAGUES A FEW
MINUTES TO MAKE SOME REMARKS.
MIKE'S ARE NOT WORKING. OKAY NOW
WAS WORKING. THANK YOU. THANK
YOU, MADAM LABOR CHAIR. THAT
SOUNDS REALLY GREAT. TO SAY I
WANT TO THANK YOU, UM, FOR
HOSTING THIS AND BRING SOME
INCREDIBLE, UH, SPEAKERS HERE
FOR US TO LEARN FROM WE DON'T
TALK ABOUT THE ISSUES REGARDING
THOSE PEOPLE WITH DISABILITIES
AND WORKPLACE OFTEN ENOUGH, SO I
THINK IT'S A GREAT OPPORTUNITY
FOR US TO PUT MORE EMPHASIS ON
THE NEEDS OF PEOPLE WITH
DISABILITIES. UM, AND IF YOU
DON'T HAVE A PERSONAL KNOWLEDGE
OF IT. I THINK THAT YOU CAN JUST
ASSUME EVERYTHING'S OK,
UNEMPLOYMENT'S DOWN AND YOU KNOW
WAGES ARE GOING UP WITHOUT
RECOGNIZING THAT THERE ARE
POPULATIONS WITHIN OUR
COMMUNITIES ARE STILL FACING
GRAVE DISCRIMINATION, ESPECIALLY
AS YOU CORRECTLY INDICATED,
COMING OUT OF COVID THAT
ALTHOUGH THAT MAY MEAN FREEDOM
FOR A LOT OF FOLKS, I THINK, IN
MANY WAYS, IT DOES BRING
CHALLENGES AS WELL. AND I HAVE A
VERY CLOSE FAMILY FRIEND OVER
THE LAST COUPLE OF YEARS. UM UM,
LOST MUCH OF HIS VISION, AND I
LEARNED A LOT ABOUT HOW THAT CAN
HAVE AN IMPACT IN TERMS OF NOT
BE ABLE TO DRIVE HAVING TO HAVE
ACCOMMODATIONS TO BE ABLE TO BE
EMPLOYED IN THERE IS A LOT MORE
TO IT THAN I EVER WOULD HAVE
IMAGINED. AND SO I WANT TO THANK
YOU AND THOSE THAT ARE HERE TO
OFFER THEIR EXPERTISE AS TO WHAT
WE CAN BE DOING BETTER AS A
STATE. UH THANK YOU VERY MUCH,
MADAM CHAIR FOR YOUR LEADERSHIP
ON THIS ISSUE. UM OBVIOUSLY, WE
KNOW THAT WE HAVE TO MAKE SURE
THAT WE PAY EVEN MORE CLOSER
ATTENTION OF THE NEEDS. UM OF
THIS COMMUNITY. WE NEED TO DO A
BETTER JOB TO STRENGTHEN. UM OUR
SYSTEMS. UM AND MAKE SURE THAT
WE KEEP THEM UPDATED AS WELL. TO
MEET THE CURRENT NEEDS OF THIS
POPULATION AND I LOOK FORWARD TO
CONTINUE TO LEARN THROUGH THIS
PROCESS LEARNED THROUGH THE
PRESENTATIONS THAT YOU HAVE
ORGANIZED FOR US ALL SO THAT AS
WE BEGIN TO GO ABOUT OUR WORK
NEXT YEAR, WE CAN MAKE SURE THAT
WE HAVE SOME THINGS TO TAKE SOME
ACTION ON. SO THANK YOU VERY
MUCH FOR YOUR LEADERSHIP. THANK
YOU COLLEAGUES. OUR FIRST PANEL
WILL GIVE AN OVERVIEW OF THE
LANDSCAPE OF EMPLOYMENT AMONG
PEOPLE WITH DISABILITIES. THE
SPEAKER HAS UP TO FIVE MINUTES
TO SPEAK, AND WE WILL GIVE YOU A
WARNING WHEN YOU HAVE ONE MINUTE
LEFT. AT THE END OF EACH PANEL,
THERE WILL BE AN OPPORTUNITY FOR
COMMITTEE MEMBERS TO ASK
QUESTIONS OR MAKE COMMENTS. OUR
FIRST SPEAKER WILL BE DR OLIVIA
RAINER, WHO HAS OVER 45 YEARS OF
EXPERIENCE AS A NATIONAL LEADER
AND POLICY DEVELOPMENT AND
DEVELOPMENT, IMPLEMENTATION AND
ADVOCACY FOR INCLUSIVE, HIGHER
EDUCATION. SHE IS JOINING US
REMOTELY. OUR SECOND SPEAKER IS
DR. UM SORRY, I APOLOGIZE. THE
SECOND SPEAKER IS PANEL PAULA
TABLER, SUPERVISING ATTORNEY IN
THE PATHWAYS TO WORK PRACTICE
GROUP AT A DISABILITY RIGHTS,
CALIFORNIA. AND LASTLY, WE HAVE
JOHN BOULAIS, THE EXECUTIVE
DIRECTOR OF VISIBILITY, WHICH IS
A NONPROFIT IN THE EAST BAY THAT
PROVIDES SERVICES TO INDIVIDUALS
WITH INTELLECTUAL AND
DEVELOPMENTAL DISABILITIES. AND
OUR FINAL PANELIST IS AARON
CARRUTHERS, THE EXECUTIVE
DIRECTOR OF THE CALIFORNIA STATE
COUNCIL ON DEVELOPMENTAL
DISABILITIES. SO, DR RAINER HI.
GOOD AFTERNOON SHARE ORTEGA AND
MEMBERS OF THE COMMITTEE. I AM
GETTING AN ECHO. ON MY END OF
THE OF THE RECORD OF THE WEBEX.
SO I HOPE YOU'RE NOT GETTING THE
SAME IN THE WHERE YOU'RE SITTING
NO, WE CAN HEAR YOU CLEARLY.
THANK YOU KEEP GOING. SO MY NAME
IS OLIVIA RAINER. I AM A WHITE
FEMALE IN MY SIXTIES WITH SHORT
BLONDE HAIR, BROWN EYES AND
GLASSES. I USE THE PRONOUNS. SHE
AND HER I AM THE FORMER DIRECTOR
AND ADJUNCT PROFESSOR AT THE U.
C L, A CHARGE IN THE CENTER, A
UNIVERSITY CENTER FOR EXCELLENCE
IN DEVELOPMENTAL DISABILITIES.
MOST OF MY ACADEMIC EXPERIENCE
HAS CENTERED IN TWO AREAS,
POLICY AND SYSTEMS CHANGE THAT
CAN LEAD TO COMPETITIVE
INTEGRATED EMPLOYMENT AND POST
SECONDARY EDUCATION FOR STUDENTS
WITH INTELLECTUAL DISABILITIES.
THANK YOU FOR THIS OPPORTUNITY
TO PROVIDE SOME FOUNDATIONAL
INFORMATION ABOUT THE EMPLOYMENT
OF PEOPLE WITH DISABILITIES, AND
SOME OF THE BARRIERS FACED IN MY
REMARKS, I WILL BE PAYING
SPECIFIC ATTENTION TO
INDIVIDUALS WITH DEVELOPMENTAL
DISORDERS. BILLET EASE.
DEVELOPMENTAL DISABILITIES ARE
IN GROUP OF CONDITIONS DUE TO AN
IMPAIRMENT OF PHYSICAL LEARNING,
LANGUAGE OR OTHER BEHAVIORAL
ISSUES. THESE CONDITIONS BEGIN
EARLY DURING THE DEVELOPMENTAL
PERIOD AND MAY IMPACT DAY TO DAY
FUNCTIONING AND USUALLY LASTS
THROUGHOUT A PERSON'S LIFE. FOR
THIS PRESENTATION, YOU WILL HEAR
ME USE THE TERM DD WHEN
REFERRING TO THIS POPULATION, OR
I'D WHEN TALKING ABOUT
INDIVIDUALS WITH INTELLECTUAL
AND DEVELOPMENTAL DISABILITIES.
RESEARCH SHOWS THAT PEOPLE WITH
DISABILITIES WANT TO WORK IN
MEANINGFUL JOBS IN THE COMMUNITY
EARNING FAIR WAGES, UM AND
EARNING FAIR WAGES. CALIFORNIANS
WITH DEVELOPMENTAL DISABILITIES
WHO ARE CURRENTLY UNEMPLOYED,
EXPRESSED A STRONG DESIRE DESIRE
FOR EMPLOYMENT. AND 90% OF THOSE
CURRENTLY WORKING REPORT
SATISFACTION WITH THEIR JOBS
CENTRAL TO CALIFORNIA'S IN
EMPLOYMENT. FIRST POLICY IS THAT
THE OPPORTUNITY TO WORK IS FOR
ALL REGARDLESS OF THE SEVERITY
OF THEIR DISABILITY, AND THAT
COMPETITIVE INTEGRATED
EMPLOYMENT WHICH CAN BE SIMPLY
DEFINED AS REAL WORK FOR REAL
PAY WITH REAL BENEFITS IS THE
DESIRED OUTCOME. WITH
COMPETITIVE INTEGRATED
EMPLOYMENT CALLED C I. E PEOPLE
WITH DISABILITIES ARE MORE FULLY
INCLUDED IN THEIR COMMUNITIES
EARN MORE MONEY WORKING A
VARIETY OF JOBS, PAY MORE TAXES
AND HAVE GREATER ACCESS TO
EMPLOYER SPONSORED BENEFITS. FOR
DECADES. WE HAVE KNOWN THAT
THERE IS AN UNACCEPTABLY LOW
RATE OF EMPLOYMENT FOR
INDIVIDUALS WITH DISABILITIES.
THE FOLLOWING STATS WILL GIVE
YOU A SENSE OF THIS SLIDE TO
PLEASE PERSONS WITH
DISABILITIES. EXCUSE ME. THERE
ARE 22 MILLION WORKING AGE
ADULTS IN CALIFORNIA AND 2.1
MILLION WORKING AGE ADULTS WITH
DISABILITIES. SLIDE THREE,
PLEASE. IN 2021, THE OVERALL
RATE FOR EMPLOYMENT FOR PEOPLE
WITH DISABILITIES WAS 40% AND
30% AND 73% FOR THOSE WITHOUT
DISABILITIES A 33% DIFFERENCE IN
EMPLOYMENT. AMONG THE SIX TYPES
OF FUNCTIONAL DISABILITIES
IDENTIFIED BY THE AMERICAN
AMERICAN COMMUNITY SURVEY, THE
HIGHEST EMPLOYMENT RATE WAS FOR
PEOPLE WITH A HEARING DISABILITY
AND THE LOWEST EMPLOYMENT RATE
WERE WITH THOSE WITH A SELF CARE
LINE, PLEASE. HMM. THERE IS NO
ONE DATA SOURCE FOR THE
EMPLOYMENT RATE OF PEOPLE WITH
DEVELOPMENTAL DISABILITIES.
ESTIMATES ARE MADE BASED ON THE
NUMBER OF INDIVIDUALS RECEIVING
INTEGRATED EMPLOYMENT SERVICES
FROM THEIR STATES DEVELOPMENTAL
DISABILITIES AGENCY IN
CALIFORNIA. THIS RATE HAS
DECREASED OVER THE LAST FIVE
YEARS FROM A HIGH OF 17.2% IN
2018. AND 13.8% IN 2022. NEXT
SLIDE, PLEASE. POOR EMPLOYMENT
OUTCOMES ARE A RESULT OF A
CONFLUENCE OF ISSUES. THE
REASONS ARE COMPLEX AND REFLECT
ISSUES THAT INCLUDE INDIVIDUAL
FAMILY, SYSTEMIC BARRIERS AND
THE PERCEPTION ABOUT THE
CAPACITY OF A PERSON TO WORK AND
CONTRIBUTE TO THE ECONOMY. I
WILL HIGHLIGHT TO SOCIAL BIAS
AND DIMINISHED EXPECTATIONS HAVE
LIFELONG PSYCHOLOGICAL AND
ECONOMIC CONSEQUENCES AND RESULT
IN FEWER OPPORTUNITIES IN
EDUCATION AND EMPLOYMENT
EMPLOYMENT. BIASES AND LOWER
EXPECTATIONS ARE ALSO FORMS OF
DISCRIMINATION. WE ALSO KNOW
THAT MANY INDIVIDUALS IN THEIR
FAMILIES FEAR THE LOSS OF
BENEFITS, PARTICULARLY HEALTH
BENEFITS TIED TO S S. I NEXT
SLIDE, PLEASE. WORKERS WITH
DISABILITIES ARE TWICE AS LIKELY
TO WORK PART TIME COMPARED TO
THOSE WITH DISABILITIES,
ACCORDING TO NATIONAL DATA
INDIVIDUALS WITH I'D TYPICALLY
WORK ON AVERAGE 29 BI WEEKLY
HOURS AND EARN AN HOURLY RATE
WAGE OF $10.76. MOST INDIVIDUALS
WITH I D D OR WORKING, LOW SKILL
ENTRY JOBS WITH NO BENEFITS. THE
FOUR MOST COMMON OCCUPATIONS FOR
PEOPLE WITH DD, OR SOMETIMES
REFERRED TO AS THE FOUR REFS
OCCUPATIONS THAT INVOLVE FOOD,
FILTH, FILING AND FLOWERS. I
WILL END ON A MORE POSITIVE
NOTE. NEXT SLIDE, PLEASE. OKAY?
THERE IS A GROWING BODY OF
EVIDENCE OF WAYS WE CAN SUPPORT
COMPETITIVE EMPLOYMENT OUTCOMES.
FOR EXAMPLE, WE KNOW THAT
INCLUSIVE EDUCATION PAID WORK
EXPERIENCE IN HIGH SCHOOL, EARLY
WORK, EXPERIENCE, ADEQUATE JOB
SUPPORTS AND BENEFITS,
COUNSELING OR SIGNIFICANT
PREDICTORS OF LATER EMPLOYMENT.
WE ALSO KNOW THAT PARTICIPATION
IN HIGHER EDUCATION PROGRAMS ARE
ASSOCIATED WITH BETTER
EMPLOYMENT OUTCOMES FOR
INDIVIDUALS WITH DISABILITIES. I
HAVE TWO RECOMMENDATIONS FOR
CONSIDERATION BY THE COUNCIL
THAT AIM TO ENHANCE EXISTING
EDUCATIONAL POLICIES IN SUPPORT
OF CAREER PATHWAYS TO EMPLOYMENT
. THE FIRST ISRAEL IS REGARDING
A NEW DEVELOPMENT WITHIN THE
EDUCATION SYSTEM THAT OFFERS AN
ALTERNATE ALTERNATE PATHWAY TO A
HIGH SCHOOL DIPLOMA FOR STUDENTS
WITH SIGNIFICANT COGNITIVE
DISABILITIES. WE KNOW THAT
STUDENTS WHO RECEIVE A DIPLOMA
INCREASE THEIR EMPLOYABILITY AND
EARNINGS. ON AVERAGE, THERE IS A
28% DIFFERENCE IN WEEKLY
EARNINGS BETWEEN THOSE WHO DO OR
DO NOT HAVE A DIPLOMA. WE
ENCOURAGE AN INVESTMENT IN THE
HIGHER EDUCATION SYSTEMS,
POSTSECONDARY EDUCATION PROGRAMS
FOR STUDENTS WITH INTELLECTUAL
AND DEVELOPMENTAL DISABILITIES.
CURRENTLY THERE ARE 22 POST
SECONDARY EDUCATION PROGRAMS
THAT ARE LISTED IN THE THINK
COLLEGE DATABASE. THERE IS A
NEED. FOR ADDITIONAL PROGRAMS TO
BE APART TO BE PART AND PARCEL
OF CALIFORNIA'S HIGHER EDUCATION
SYSTEM. I WANT TO THANK YOU FOR
THIS OPPORTUNITY. SPEAKING WITH
YOU CHAIR OR TAKE A AND
COMMITTEE MEMBERS HAVE INCLUDED
MY CONTACT INFORMATION ON THE
SLIDE PRESENTATION AND AVAILABLE
TO OFFER YOU ANY ADDITIONAL
INFORMATION TO THE COMMITTEE
HAVE ALSO INCLUDED SOME
ADDITIONAL REFERENCES AND SOME
RESOURCES FOR YOUR CONSIDERATION
AGAIN. THANK YOU FOR YOUR TIME.
THANK YOU, DR RAINER AND LOVELY
PICTURE YOU SENT IN. IT DOES
MATCH THE DESCRIPTION YOU GAVE
US EARLIER. HMM. NOW, I WOULD
LIKE TO HAVE OUR SECOND SPEAKER
PALLA TABLER, WHO'S A
SUPERVISING ATTORNEY AT
DISABILITY RIGHTS, CALIFORNIA
THANK YOU. BLUR. OOPS. THANK
YOU. GOOD AFTERNOON. MY NAME IS
PAULA TOBLER, AND I AM A
SUPERVISING ATTORNEY IN THE
PATHWAYS TO WORK PRACTICE GROUP
AT DISABILITY RIGHTS, CALIFORNIA
I AM A MIDDLE AGED WHITE WOMAN
WITH BROWN HAIR AND GLASSES. UM,
AND MY PRONOUNS. ARE SHE HER
HERS? DISABILITY RIGHTS.
CALIFORNIA PROVIDES LEGAL
SERVICES THROUGH 26 OFFICES AND
OVER 300 EMPLOYEES THROUGHOUT
THE STATE OF CALIFORNIA. WE
PRIORITIZE CIVIL RIGHTS,
EDUCATION, EMPLOYMENT,
HEALTHCARE AND COMMUNITY BASED
SERVICES, HOUSING, INTELLECTUAL
AND DEVELOPMENTAL DISABILITIES,
MENTAL HEALTH AND VOTING. I WORK
IN THE PRACTICE GROUP THAT
CONCENTRATES ON THE EMPLOYMENT
OF PERSONS WITH DISABILITIES,
SPECIFICALLY ADVOCATING FOR
CLIENTS OF THE DEPARTMENT OF
REHABILITATION, SOCIAL SECURITY
BENEFICIARIES WISHING TO WORK
AND EMPLOYEES WITH ALL MANNER OF
DISABILITIES IN NEED OF
REASONABLE ACCOMMODATIONS AND
THEIR EMPLOYMENT. AS AN EMPLOYEE
WITH DISABILITIES MYSELF AND A
SUPERVISOR IN AN ORGANIZATION
THAT ACTIVELY RECRUITS EMPLOYEES
WITH DISABILITIES. I PERSONALLY
PARTICIPATE IN THE REASONABLE
ACCOMMODATION PROCESS, BOTH ON
THE EMPLOYEE AND MANAGER SIDE IN
ADDITION TO THE WORK I DO FOR
CLIENTS. I BOTH LIVE AND WORK ON
THE FRONT LINES OF THIS ISSUE. I
WAS A PRACTICING ATTORNEY WHEN I
WAS HIT BY A TRUCK WHILE DRIVING
FROM COURT BACK TO MY OFFICE
YEARS AGO. IN THE BLINK OF AN
EYE. I WENT FROM CARRYING A
HEAVY CASELOAD OF TRIAL WORK TO
NOT BEING ABLE TO READ A
PARAGRAPH IN A FLUFFY NOVEL AND
TELL YOU WHAT IT SAID. I WAS
DIAGNOSED WITH POST TRAUMATIC
STRESS DISORDER AND TRAUMATIC
BRAIN INJURY IN ADDITION TO
VARIOUS PHYSICAL INJURIES. I WAS
NOT ABLE TO WORK AT ALL FOR SOME
TIME, BUT I DESPERATELY WANTED
TO WORK. I HAD WORKED VERY HARD
TO SUCCEED IN THE CAREER THAT I
LOVED, AND I LITERALLY GRIEVED
ITS LOSS. BUT I CANNOT PULL
MYSELF UP BY MY BOOTSTRAPS HARD
AS I TRIED. I APOLOGIZE. IT
STILL GETS TO ME 25 PLUS YEARS
LATER. FORTUNATELY I GOT THE
SUPPORTS AND SERVICES. I NEEDED
TO RETURN TO WORK AND HAVE BEEN
ABLE TO GET THE ACCOMMODATIONS.
I NEED TO KEEP WORKING. I WOULD
NOT BE HERE IF THE STATE OF
CALIFORNIA AND MY EMPLOYER HAD
NOT INVESTED IN MY WELL BEING
AND RETURN TO WORK. THE STATE
HAS RECEIVED A RETURN ON THAT
INVESTMENT AS I HAVE BEEN BACK
TO BEING ABLE TO PAY TAXES AND
NOT RELYING ON SOCIAL SAFETY
NETS FOR THE PAST COUPLE OF
DECADES AND WILL CONTINUE PAYING
IT BACK AND PAYING IT FORWARD
FOR YEARS TO COME. EVERYONE ON
EVERY POINT OF THE POLITICAL
SPECTRUM SHOULD BE IN FAVOR OF
GROWING THE TAX BASE WITH PEOPLE
WHO ARE PASSIONATE ABOUT
WORKING. HAPPIER PEOPLE, HAPPIER
BUDGET FORECASTS. IT'S A WIN
WIN. ACTUALLY IT'S A WIN WIN WIN
PEOPLE WITH DISABILITIES, THE
TAX BASE AND EMPLOYERS ALL
NGUYEN I AM BY NO MEANS AN
ANOMALY. REPORTS OF EMPLOYEES
NOT WANTING TO WORK AND
EMPLOYERS STRUGGLING TO FILL
OPENINGS HAVE FILLED NEWS CYCLES
. I HAVE BEEN WORKING DAY IN AND
DAY OUT WITH A STEADY STREAM OF
PEOPLE FIGHTING HARD TO BE ABLE
TO WORK. SO WHY ARE THE
EMPLOYMENT STATISTICS FOR
EMPLOYMENT OF PEOPLE WITH
DISABILITIES SO LOW? FIVE
MINUTES IS NOT NEAR ENOUGH TIME
TO ANSWER THAT QUESTION, BUT ONE
HUGE FACTOR IN THE HIRING AND
ESPECIALLY RETENTION OF
EMPLOYEES WITH DISABILITIES IS
WHETHER PEOPLE WITH DISABILITIES
CAN GET REASONABLE
ACCOMMODATIONS IN THE WORKPLACE.
WHILE WE HAVE LAWS IN PLACE
REQUIRING ACCOMMODATIONS, THESE
LAWS HAVE PROVEN DIFFICULT TO
IMPLEMENT AND ENFORCE. UNDER THE
LAW, EMPLOYERS DO NOT HAVE TO
LOWER PRODUCTIVITY STANDARDS,
ELIMINATE ANY ESSENTIAL JOB
FUNCTIONS OR SUFFER UNDUE
HARDSHIP TO ACCOMMODATE
EMPLOYEES WITH DISABILITIES. THE
MAJORITY OF REQUESTS THAT I SEE
DAY IN AND DAY OUT, INCLUDING MY
OWN ARE FREE OR LOW COST. THAT
DOES NOT, UNFORTUNATELY MEAN
THAT EMPLOYERS DO NOT REFUSE
SUCH ACCOMMODATION REQUESTS. FOR
EXAMPLE, THE BROADER
AVAILABILITY OF REMOTE WORK HAS
BEEN A GAME CHANGER FOR PEOPLE
WITH DISABILITIES WHO WANT TO
WORK. UNFORTUNATELY THE
CONVERSATION AROUND REMOTE WORK
AND RETURNING TO OFFICES HAS
CENTERED ON PERSONAL PREFERENCES
, LEAVING OUT THE DISABLED
POPULATION, FOR MANY OF WHOM IT
IS A NEED, AND NOT A PREFERENCE.
AUTO IMMUNE DISORDERS AND LONG
COVID TRANSPORTATION ISSUES, AND
BARRIS NG OR DISRUPTIVE SYMPTOMS
, SOCIAL ANXIETY AND EVEN PTSD
CAN ALL RESULT IN REMOTE WORK
BEING THE DIFFERENCE BETWEEN
BEING ABLE TO WORK OR BEING
UNEMPLOYED. ENSURING THAT WE'RE
REMOTE WORKERS OF READILY
AVAILABLE TO EMPLOYEES WITH
DISABILITIES WHO NEEDED IS
CRUCIAL TO KEEPING PEOPLE WITH
DISABILITIES WORKING, BUT MANY
EMPLOYERS ARE DENYING IT WITHOUT
SHOWING ANY UNDUE HARDSHIP. WE
HAVE LOTS OF SUCH AS THE FAIR
EMPLOYMENT AND HOUSING ACT THAT
PROTECT WORKERS WITH
DISABILITIES AND REQUIRE
EMPLOYERS TO ACCOMMODATE THEM.
ABSOLUTELY ABDULLAH HARDSHIP.
THIS SYSTEMS IN PLACE TO ENFORCE
THESE LAWS ARE NOT SUFFICIENT.
EMPLOYERS WHO TAKE THE ATTITUDE
THAT THEY DO NOT HAVE TO SHOW
UNDUE HARDSHIP OR ANY HARDSHIP
BUT CAN SIMPLY REFUSE TO
ACCOMMODATE. DESPITE THE LAWS
AGAINST DOING SO NEED TO BE MORE
EASILY HELD ACCOUNTABLE. ANOTHER
SPECIFIC PROBLEM IN THE
IMPLEMENTATION OF THE REASONABLE
ACCOMMODATION LAWS IS THE
PRACTICE OF SOME MEDICAL
PROVIDERS AND HEALTH INSURERS TO
REFUSE TO PROVIDE MEDICAL
SUPPORT LETTERS. THIS BRINGS THE
LEGISLATIVE. PROCESS ARE THE
PROCESS THAT THE LEGISLATURE HAS
PUT INTO PLACE TO HELP. AND
PLAYERS CAN DEMAND THE MEDICAL
DOCUMENTATION AND IF MEDICAL
PROVIDERS REFUSED TO PROVIDE IT.
THE PROCESS IS OVER. AND GET
EMPLOYEES CANNOT KEEP THEIR
JOBS. LEGISLATION PROHIBITING
SUCH PRACTICES WOULD HELP MANY
EMPLOYEES WITH DISABILITIES TO
KEEP THEIR JOBS. I WANT TO THANK
YOU FOR THE OPPORTUNITY TO BE
HERE TODAY AND FOR THE
INVESTMENTS THAT THE STATE OF
CALIFORNIA HAS MADE IN ME. I'M
HAPPY TO BE PROVIDING A
SUBSTANTIAL RETURN ON THAT
INVESTMENT, EVEN AT THIS TIME OF
YEAR WHERE I'VE JUST PAID
PROPERTY TAXES. AND I'M GEARING
UP TO DO MY INCOME TAXES. I CAN
STILL WHOLEHEARTEDLY SAY THAT IT
IS MY PLEASURE TO BE BACK IN THE
TAX BASE. MAYBE ALL WORK
TOGETHER TO INCREASE THAT TAX
BASE AND ADD TO CALIFORNIA'S
PROUD HISTORY AS A LEADER IN
CREATING A STRONG ECONOMY
THROUGH INVESTING IN IT'S
PEOPLE. THANK YOU SO MUCH. AND
THANK YOU FOR SHARING YOUR
STORY. UM, VERY PROUD TO HAVE
YOU HERE TODAY. UM, NEXT. OUR
NEXT SPEAKER IS JOHN BULLIT, THE
EXECUTIVE DIRECTOR OF DISABILITY
VISIBILITY, WHICH IS A NONPROFIT
IN THE EAST BAY AND SERVES MANY
OF MY CONSTITUENTS IN A SEMI
DISTRICT 20. THANK YOU. IS ON
THERE IT IS, UH MADAM CHAIR AND
ESTEEMED COMMITTEE MEMBERS.
THANK YOU FOR THE PRIVILEGE TO
ADDRESS YOU TODAY. I'M JOHN
BOULAIS, EXECUTIVE DIRECTOR OF
INSTABILITY, COMMUNITY BASED
NONPROFIT THAT IS DEDICATED TO
SERVING 1100 INDIVIDUALS WITH
INTELLECTUAL DEVELOPMENTAL
DISABILITIES AND OTHER COMPLEX
NEEDS IN BOTH CONTRA COSTA AND
ALAMEDA COUNTY. AND OUR AGENCY
HAS BEEN DOING SO FOR NEARLY SIX
DECADES. OUR ORGANIZATION
PROVIDES A SPECTRUM OF VITAL
SERVICES ENCOMPASSING EARLY
START. AFTER SCHOOL ADULT DAY,
TAYLOR DAY IN HOME DAY FAMILY
RESOURCE AND A RANGE OF
EMPLOYMENT FOCUSED INITIATIVES
LIKE WORK ACTIVITY GROUPS
SUPPORTED EMPLOYMENT PAID
INTERNSHIPS AND INDIVIDUAL
PLACEMENT JOB COACHING. TODAY.
I'M HERE TO SHARE MY PERSPECTIVE
ON THE ISSUE OF TRYING TO HELP
PEOPLE WITH DISABILITIES FIND
AND KEEP JOBS. LET'S FIRST
CONSIDER THE COLLECTIVE IDENTITY
ENCAPSULATED IN THE TERM PEOPLE
WITH DISABILITIES. IT'S
IMPERATIVE TO RECOGNIZE THE
DIVERSITY WITHIN THIS GROUP,
WITH INDIVIDUALS POSSESSING A
WIDE ARRAY OF CAPABILITIES,
CHALLENGES AND NEEDS. ADDRESSING
THESE VARIED CIRCUMSTANCES
REQUIRES AN EQUALLY DIVERSE SET
OF SERVICES AND OPTIONS. TO
EMPOWER THEM AND ACHIEVING THEIR
LIFE GOALS. AND I IMPLORE THE
COMMITTEE. AND ALL POLICYMAKERS.
TO KEEP IN MIND THOSE
INDIVIDUALS WITH SIGNIFICANT
DISABILITIES. WHO OFTEN NEED
DIFFERENT SERVICES. THEN THE
ARTICULATE SELF ADVOCATES THAT
TEND TO CIRCULATE THROUGH YOUR
OFFICES. WITH THE PASSAGE OF SB
639 AND 2021. CALIFORNIA IS
MOVING FORWARD WITH ELIMINATING
THE USE OF FEDERAL LAW 14 C
AUTHORIZED UNDER THE FAIR LABOR
STANDARDS ACT. WE ARE
ELIMINATING 14 C BECAUSE WE
PERCEIVE SUB MINIMUM WAGE JOBS
IS BAD. BUT I URGE THIS
COMMITTEE TO ALSO CONSIDER WHAT
WAS GOOD ABOUT IT. AND WHY SO
MANY PEOPLE WITH I D D. CHOSE TO
BE IN THOSE POSITIONS. THERE ARE
STILL THOUSANDS OF PEOPLE WITH
SIGNIFICANT DISABILITIES WHO ARE
UNLIKELY TO OBTAIN ATTAIN
COMPETITIVE EMPLOYMENT. RELY ON
14 C FOR THEIR OPPORTUNITY TO
HAVE A JOB. AND THE PRIDE THAT
COMES ALONG WITH THAT. AND IN MY
OPINION, THEY DESERVE BETTER
THAN QUOTE, WE DECIDED THAT THE
DAY PROGRAM IS A GOOD OPTION FOR
YOU. TRULY UNDERSTAND WHY
PROGRESS AND GETTING INDIVIDUALS
WITH I D D COMPETITIVELY
EMPLOYED REMAINS SLOW. WE MUST
ACKNOWLEDGE THREE KEY OBSTACLES.
ONE IS THE LOSS OF BENEFITS.
INDIVIDUALS FEAR LOSING
ESSENTIAL BENEFITS SUCH AS AS AS
I SECTION EIGHT. AND SO ON. AND
RIGHTFULLY SO, ESPECIALLY WHILE
IN A COMPETITIVE JOB WHERE THEY
MAY 1 DAY LOSE BOTH. AND WHEN
THAT HAPPENS, HOW LONG WILL IT
TAKE FOR THOSE INDIVIDUALS TO
GET THOSE BENEFITS ACTIVATED
AGAIN? OR WILL THEY EVEN AT ALL?
GETTING TO THE END OF THE LINE
TO RECEIVE SECTION EIGHT. IT'S A
LONG LINE. HMM NUMBER TWO IS A
LACK OF DESIRE. FACTORS LIKE THE
LACK OF CAMARADERIE AND STRESS
FOR PEOPLE WITH I D D ASSOCIATED
WITH COMPETITIVE JOBS. IMPACT
INDIVIDUAL'S WILLINGNESS TO SEEK
SUCH EMPLOYMENT. AND THREE THERE
ARE SYSTEM CHALLENGES.
REQUIREMENTS TO FADE SUPPORT FOR
PEOPLE WITH I D D. STAFFING
SHORTAGES AND FUNDING
CONSTRAINTS, ALL POST
SIGNIFICANT HURDLES. MOVING
FORWARD, WE SHOULD ADOPT A
THOUGHTFUL APPROACH. AND HERE
ARE SOME IDEAS. ONE SO WE TAKE
AN INDIVIDUALIZED SOLUTIONS. WE
FOCUS ON INDIVIDUALIZED
SOLUTIONS. EXCUSE ME AND
RECOGNIZE THAT A ONE SIZE FITS
ALL APPROACH IS INADEQUATE FOR
ADDRESSING THE DIVERSE NEEDS OF
QUOTE INDIVIDUALS WITH
DISABILITIES. Tð KEEP THE 14
SEED PROCESSES IN PLACE FOR
THOSE INDIVIDUALS WHO ARE NOT
ABLE TO TRANSITION. AND CONSIDER
FUNDING THE WAGE GAP BETWEEN
THEIR 14 C WAGE AND THE MINIMUM
WAGE. AT LEAST UNTIL A
SUSTAINABLE SOLUTION IS
IDENTIFIED. A NUMBER THREE TAKE
THE TIME REQUIRED TO DEVELOP
COMPREHENSIVE STRATEGIES THAT
MEET THE NEEDS OF EVERYONE AND
DON'T HARM ANYONE ALONG THE WAY,
ESPECIALLY THOSE WHO ARE MOST
VULNERABLE. AND IN CONCLUSION OR
COLLECTIVE RESPONSIBILITIES TO
PAVE THE WAY FOR A MORE
INCLUSIVE AND SUPPORTIVE FUTURE,
ENSURING THAT INDIVIDUALS WITH
DISABILITIES HAVE THE
OPPORTUNITIES THEY DESERVE TO
LEAVE A FILLING LIVES ACCORDING
TO THEIR OWN DEFINITION OF
FULFILLMENT, NOT OUR IDEA FOR
THEM. THANK YOU. AND I'M HAPPY
TO ANSWER ANY QUESTIONS YOU MAY
HAVE THANK YOU VERY MUCH. OUR
FINAL SPEAKER IS, UM AARON
CARTER. I AM ERIC CARRUTHERS.
SORRY I APOLOGIZE. YOU SAID HOW
EVERYONE MAGIC, EXECUTIVE
DIRECTOR OF CALIFORNIA STATE
COUNCIL AND THE DEVELOPMENTAL
DISABILITIES. THANK YOU, MADAM
CHAIR AARON CARRUTHERS PRONOUNS
HE THEY WHITE MALE WITH GRAY
HAIR, GREAT PLAID SUIT, BLUE TIE
AND WEARING GLASSES. I REALLY
WANT TO THANK THE CHAIR AND THE
MEMBERS TODAY FOR YOUR PASSION.
YOUR COMMITMENT TO THIS ISSUE
AND BEING HERE TODAY. UM IT'S A
CRITICAL ISSUE IN MY PERSONAL
PASSION IS WORKING TO MAKE
CALIFORNIA THE BEST PLACE FOR
PEOPLE WITH DEVELOPMENTAL AND
OTHER DISABILITIES. AND THAT'S
WHAT BRINGS ME HERE TODAY AND
NEXT SLIDE, PLEASE. QUICK
INTRODUCTION ABOUT THE
CALIFORNIA STATE COUNCIL ON
DEVELOPMENTAL DISABILITIES WE
EXIST IN FEDERAL AND STATE LAW.
I DO LEAD A STATE DEPARTMENT,
BUT WE'RE A STATE DEPARTMENT
THAT DOESN'T DELIVER PROGRAMS
AND SERVICES BUT DELIVERS
ADVOCACY AND SYSTEMS CHANGE
OUTSIDE OF ANY OTHER STATE
DEPARTMENT OR EVEN OUTSIDE OF
AGENCY. IF YOU LOOK AT THE STATE
ORGANS, HEART WAS SORT OF THE
FREE ONE OF THOSE FREE RADICALS
UP IN THE CORNER.
ADMINISTRATIVELY REPORTING THE
GOVERNOR'S OFFICE YET STILL
GOTTA DOT CA.GOV EMAIL ADDRESS
LIKE THE OTHERS HERE, OUR ROLE
IS TO FIND BARRIERS THAT KEEP
PEOPLE WITH DEVELOPMENTAL
DISABILITIES FROM LIVING, FULLY
INTEGRATED LIVES IN THE
COMMUNITY AND REMOVE THOSE
BARRIERS SO THAT THEY CAN DO
THAT. HOW WE DO THAT IS JUST BY
ASKING THE COMMUNITY EVERY FIVE
YEARS. WHAT WOULD YOU LIKE US TO
WORK ON? AND OUR LAST SURVEY
THERE WERE 6300 VOICES
REPRESENTED WHEN WE IDENTIFY THE
VOICES OF PEOPLE WITH
DEVELOPMENTAL DISABILITIES. THE
NUMBER ONE ANSWER WAS
EMPLOYMENT. WE WANT YOU WORKING
ON THIS. THIS MATTERS 10 YEARS
AGO FIVE YEARS AGO, THE ANSWER
WAS BENEFITS. HE MY BENEFITS
DON'T LOSE MY BENEFITS DO WE CAN
WHAT WE SAW IS KIND OF THE
CHANGE IN EVOLUTION OF I GUESS
THE INTEGRATION GENERATION WHEN
YOU HAVE PEOPLE WITH SIGNIFICANT
DISABILITIES IN THE SAME
CLASSROOM AS EVERYBODY ELSE,
THAT GENERATION GROWS UP WITH
DIFFERENT EXPECTATIONS ABOUT
EACH OTHER AND ABOUT THEMSELVES,
AND WE'RE SEEING THAT ACTUALLY
REFLECTED WHAT THE COMMUNITY'S
TELLING US TO WORK ON, WHICH IS
EMPLOYMENT. NEXT SLIDE. WHAT'S
IMPORTANT IN THE FIRST SPEAKER
SPOKE TO THIS IS THAT
CALIFORNIA'S LAID THE FOUNDATION
FOR THE WORK THAT YOU AS A
COMMITTEE ARE HERE TO DO, WHICH
IS ADOPTING BY ADOPTING THE
EMPLOYMENT FIRST POLICY THAT
JUST STATES THAT WE BEGIN WITH
THE ASSUMPTION THAT EVERYBODY
WANTS TO WORK AND CAN WORK
INDEPENDENT OF THEIR DISABILITY.
AS LONG AS THEY HAVE THE RIGHT
SUPPORT FOR THEIR SKILLS AND
ABILITIES. NEXT SLIDE, PLEASE.
THERE'S BEEN SOME RECENT
SOLUTIONS THAT THE LEGISLATURE
IS IMPLEMENTED THAT'S ADDRESSED
IN IMPORTANT BARRIERS. THE FIRST
ON THIS LIST IS LEAP SIP.
TERRIBLE ACRONYM LEAF IS THE
PROCESS FOR EMPLOYEES WITH
DISABILITIES TO BECOME STATE
CIVIL SERVANTS. THIS MATTERS
BECAUSE YOU AS THE LEGISLATURE
HAVE THE MOST DIRECT CONTROL AND
AUTHORITY OVER CALIFORNIA AS AN
EMPLOYER ITSELF. SO I'M TALKING
ABOUT PEOPLE WORKING FOR THE
STATE HUGE OPPORTUNITY LOTS OF
WAYS TO CHANGE. THIS PROGRAM
OFFERS THAT WAY. IT IS A IT'S AN
INTERNSHIP SPECIFICALLY DESIGNED
FOR PEOPLE WITH DEVELOPMENTAL
DISABILITIES, WHO, UPON
COMPLETION AND EXPERIENCING WORK
IN A STATE POSITION THAN ARE
ELIGIBLE TO BE ON THE LEAP LIST.
IT'S A BUNCH OF CIVIL SERVICE
TALK ABOUT CIVIL SERVICE ITSELF
BECOMES ITS OWN BARRIER TO
EMPLOYMENT. THERE ARE A NUMBER
OF REALLY SMART RECOMMENDATIONS
AND THE LEGISLATURE LAST YEAR.
MAKING THIS PROGRAM PERMANENT
WAS A CRITICAL ONE. NEXT CHANGE
THAT ALSO HAPPENED LAST YEAR WAS
A STATE ESTABLISHED A STATEWIDE
EMPLOYMENT FIRST OFFICE. THANK
YOU TO THE VERY STRONG CLEAR IN
PERSISTENT LEADERSHIP OF MR
ARAMBULA, UM WITH THAT THE
BARRIER IN THE OPPORTUNITY. THE
BARRIER THERE IS OF THE MANY,
MANY WELL INTENDED EFFORTS
HAPPENING WITHIN THE STATE
ESTIMATES ARE UP TO 60. MAKING
SURE THERE ARE WORKING IN A WAY
THAT'S COORDINATED TO AMPLIFY
AND GET THE BEST OUTCOMES FOR
EMPLOYEES WITH DISABILITIES. AND
THANK YOU AGAIN, MR ARAMBULA.
THE OTHER PIECE THAT IS
IMPORTANT CHANGE IS PHASING OUT
AND ENDING SOME MINIMUM WAGE. SO
I TELL PEOPLE THAT PEOPLE
DEVELOPMENTAL DISABILITIES CAN
BE PAID AS LOW AS $2 AN HOUR AND
THAT'S STILL LEGAL. IMPOSSIBLE
MADAM CHAIR WITH YOUR STRONG
PASSION AND LEADERSHIP AND LABOR
, AND YOU CAN SEE ON ITS FACE.
WHAT A LABOR VIOLATION IS WE'RE
PROUD OF THE STATE HAS MADE THE
DECISION TO PHASE IT OUT. AND
ARE WORKING TOWARD THAT END. SO
THESE ARE SOME RECENT SOME
CURRENT BARRIERS AND SOME
CURRENT SOLUTIONS TO THEM. BUT
IF I CAN OFFER ONE SUGGESTION OF
SOMETHING TO LOOK AT NEXT SLIDE,
PLEASE. AS THE PRIOR SPEAKER
MENTIONED, PEOPLE DO STILL CAN
CARE ABOUT THEIR BENEFITS. AND
WHEN THEY ARE EMPLOYED, THEY
WANT TO KNOW HOW IS IT GOING TO
IMPACT THE BENEFITS? THE
BENEFITS STRUCTURE IS TIED TO AS
YOU EARN MORE BENEFITS GO DOWN.
ONE OF THE KEY RESOURCES IN THAT
IS AN ONLINE WEB BASED CALLED DB
. ONE OF ONE DISABILITY
BENEFITS, ONE ON ONE RECENTLY
LEARNED THAT THIS IS SET TO RUN
OUT OF FUNDING. UM IT'S A KEY
TOOL. IT'S SPECIALIZED. IT'S
INDIVIDUALIZED. IT NEEDS TO
CONTINUE. SO IF YOU'RE LOOKING
FOR AN OPPORTUNITY OF SOMETHING
TO CONTINUE, THAT REALLY IMPACTS
EMPLOYMENT, CONTINUING DB ONE
AND ONE WOULD BE IT. THANK YOU
MEMBERS. THANK YOU VERY MUCH.
THIS CONCLUDES OUR FIRST
PANELIST. I WILL NOT OPEN IT UP
TO MY COLLEAGUES FOR ANY
QUESTIONS OR COMMENTS. THANK
YOU. THANK YOU, MADAM CHAIR JUST
ON THE ISSUE OF THE SUB MINIMUM
WAGE. I DO, UM CERTAINLY AGREE
IN PRINCIPLE THAT IT'S THE RIGHT
THING TO DO IS TO MOVE AWAY FROM
THAT WHICH WE ARE DOING AS A
STATE, BUT I'VE ALSO HEARD NOT
NOT JUST HERE, BUT CERTAINLY
COMPELLING CONCERNS ABOUT DOING
THAT. SO, UM AS WE MOVE FORWARD,
IT SOUNDS LIKE EFFORTS TO ENSURE
THAT THERE ISN'T A LOSS OF
EMPLOYMENT. BASED UPON THAT, I
MEAN, IT JUST SEEMS LIKE THERE
THAT IT'S RAMPANT FOR
EXPLOITATION. AND THAT'S PART OF
THE REASON WHY WE'VE KIND OF
MOVED AWAY SO OR ARE THEIR
THOUGHTS AS TO HOW WE CAN ENSURE
THAT THERE'S NOT NECESSARILY A
LOSS OF EMPLOYMENT OPPORTUNITY,
WHILE AT THE SAME TIME BEING A
THE FAIR WAGE, LIKE EVERYONE
ELSE IS ENTITLED TO, AND ANYONE
CAN FEEL FREE TO CHIME IN ON
THAT. ERIN CARRUTHERS WITH THE
STATE COUNCIL. UM. IT'S AN
INTERESTING DYNAMIC, BECAUSE, UM
, WELL, I'LL JUST REVEAL MY
BIAS. I WON'T CALL THAT
EMPLOYMENT. I'LL CALL IT A
PROGRAM WITH WITH AN ALLOWANCE.
UM AND SO WHEN WE'RE LOOKING AT
WHAT HAPPENS NEXT, IT REALLY IS
AN INDIVIDUAL PROCESS TO FIND
OUT. WHAT DOES SOMEBODY WANT TO
DO NEXT? WHEN YOU LOOK AT
DEMOGRAPHICS OF WHO'S IN
SHELTERED WORKSHOPS IN SEVEN
THEM WAGES PEOPLE OF SORT OF
KIND OF BEEN PUT THERE A LONG
TIME AGO AND STUCK IN THERE AND
NEVER REALLY LEFT. SO THE
DEMOGRAPHICS YOU'RE LOOKING AT
PEOPLE IN THEIR SIXTIES AND
FIFTIES SIXTIES SEVENTIES PEOPLE
YOU WOULD THINK RETIREMENT AGE.
SO WHAT DOES THAT MEAN FOR
SOMEBODY WITH DEVELOPMENTAL
DISABILITIES, AND WHAT'S NEXT?
THE DEPARTMENT OF DEVELOPMENTAL
SERVICES, THE DEPARTMENT OF
REHABILITATION HAVE A WIDE
VARIETY AND OPTIONS OF DIFFERENT
PROGRAMS AND SERVICES THAT ARE
AVAILABLE TO PEOPLE AS THEY
CONSTRUCT WHAT IS THEIR NEXT
BEST DAY. THAT'S EMPLOYMENT.
THAT'S GREAT. WE ENCOURAGE THAT.
WE WANT TO SEE THAT. IF IT'S
SOMETHING ELSE. EDUCATION
COMMUNITY SERVICE. UM WHERE ARE
YOU AND YOUR LIFE EXPERIENCE AND
LIFESPAN THAT NEEDS TO BE
INDIVIDUALIZED AND SUPPORTED Tð.
MAY I COMMENT? YES. THANK YOU. I
YOU KNOW, ALONG WITH WHAT AARON
WAS, MISTER CAROTHERS WAS JUST
SHARING. THERE ARE NEW PRACTICES
CALLED CUSTOMIZED EMPLOYMENT,
WHICH TAKES AN INDIVIDUALIZED
APPROACH TO UNDERGOING A PROCESS
OF DISCOVERY TO FIND OUT WHAT
THE SKILLS, TALENTS AND
ABILITIES OF THAT INDIVIDUAL
ARE. AND IT AGAIN OPERATES UNDER
THE ASSUMPTION THAT ALL PEOPLE
CAN WORK. SO IT IS A MEANINGFUL
AND IMPORTANT PROCESS THAT GOES
FROM DISCOVERY TO A CUSTOMIZED
AND TAILORED JOB NEGOTIATED WITH
A BUSINESS THAT SPEAKS TO THE
NEEDS OF THE BUSINESS AND ALSO
PROVIDES A AN OPPORTUNITY FOR
THE PERSON TO DO WORK THAT THEY
FIND MEANINGFUL IMPORTANT TO
THEIR LIVES. WE ALSO RECOGNIZE
THAT NOT, YOU KNOW, ALREADY IN
TODAY'S WORLD, MOST INDIVIDUALS
WORK PART TIME. AH YOU KNOW, I
THINK THAT THE AMOUNT OF HOURS
COULD BE INDIVIDUALIZED. THIS IS
WHERE THE DB 101 OR THE SOCIAL
KNOWLEDGE ABOUT SOCIAL SECURITY
BECOMES VERY IMPORTANT BECAUSE
WE WANT TO BALANCE THAT PERSON'S
ABILITY TO WORK ALSO WITH THEIR
NEEDS AND CONTINUATION OF THE
BENEFITS THAT THEY UM, ARE
ENTITLED TO RECEIVE I REALLY
APPRECIATE THE COMMENT ON
INDIVIDUALIZED TYPE OF
EMPLOYMENT, AND WHEN I WAS IN
SAN ANDREAS REGIONAL CENTER IN
MY NECK OF THE WOODS, THEIR
EMPLOYERS THAT HAVE BEEN
HIGHLIGHTED FOR FINDING THE
RIGHT PLACE. I MEAN, LOOK
SOMEONE WITH DEVELOPMENTAL
DISABILITIES. THEY ALSO HAD
THEIR OWN SKILLS, THEIR OWN
PASSIONS, THEIR OWN INTERESTS.
AND JUST GIVING THEM A JOB
SOMETIMES SEEM LIKE OKAY, WELL,
THAT'S JUST GET A JOB. AND TO MR
CARRUTHERS POINT, AND THEN
THEY'RE THEY'RE INTO THEIR
SIXTIES AND SEVENTIES. I THINK
THAT IF YOU CAN FIND THE RIGHT
POSITION THAT SUITS THEIR NEEDS
AND THE EMPLOYER'S NEEDS, UM
THERE'S YOU DON'T HAVE TO GET
INTO THE DISCUSSION OF THE SUB
MINIMUM WAGE ISSUE. YOU PAIR A
FAIR, FAIR WAGE. EVERYONE'S
HAPPY AND THEY CAN ADVANCE IN
THEIR CAREER IN THAT POSITION.
EXACTLY. UM YES. GO AHEAD. AND
THEN I'M GONNA MOVE ON TO
ASSEMBLYMEMBER'S JACKSON, WHO
HAS A SEPARATE QUESTION. I JUST
I JUST WANT TO POINT OUT THAT
VERY QUICKLY. THE COMMENTARY
HERE SORT OF DIVORCED INTO KIND
OF WHAT? WHAT WE THINK EVEN
ASKING THE QUESTION OF WHAT WHAT
WOULD YOU LIKE TO DO NEXT? AFTER
I'VE EXCLUDED THE OPTION THAT
YOU'VE CHOSEN? AND AGAIN. I WANT
TO DRAW BACK TO MY TESTIMONY
THAT AH, I BELIEVE THAT, UM THAT
WE SHOULD RESPECT PEOPLE WITH
INTELLECTUAL AND DEVELOPMENTAL
DISABILITIES AND THE CHOICES FOR
WHAT THEY WANT TO DO. AS I
MENTIONED ALSO MY TESTIMONY ALL
OF THE SERVICES THAT YOU'RE
TALKING ABOUT WHETHER IT'S
COMPETITIVE INTEGRATED
EMPLOYMENT, WHETHER IT'S
CUSTOMIZED EMPLOYMENT
INTERNSHIPS. MY AGENCY. WE DO
THEM ALL. I DON'T HAVE A AN
INTEREST IN PLACING SOMEBODY
WHERE THEY DON'T WANT TO BE. UM
AND I USE THE OFFERING THEM ALL
AS A AS A AS A RESOURCE TO WORK
WITH SOMEBODY TO GET THE SKILLS
TO GET TO THE NEXT PHASE OF
INDEPENDENCE WITH THEIR
EMPLOYMENT. AND UH AND I WILL
TELL YOU THAT THE FOLKS THAT ARE
IN MY WORK CENTERS ARE THERE
BECAUSE THEY ARE CHOOSING TO BE
THERE, AND I DON'T THINK THAT
THEY'RE BEING IRRATIONAL IN
THOSE CHOICES. AS I MENTIONED,
THERE'S THERE ARE HURDLES THAT
ARE THAT THAT WHEN FACED WITH
THOSE HURDLES, AND THE PRIMARY
ONE IS THE LOSS OF BENEFITS. UH
BUT BUT PEOPLE ARE CHOOSING THAT
PARTICULAR SETTING. UM AND I
THINK THAT THE REAL QUESTION IS
WHETHER OR NOT IT. IT'S OUR ROLE
IN IN SOCIETY TO DETERMINE SORT
OF, LIKE, IS THIS RIGHT FOR YOU,
OR IS IT NOT? THANK YOU. AH
ASSEMBLYMEMBER'S JACKSON. THANK
YOU VERY MUCH, MADAM CHAIR. I
REALLY APPRECIATE THIS.
OBVIOUSLY. THOSE OF US THAT ARE
TRAINING THE HUMAN SERVICES
PROFESSION. UM THEY'RE HELPING
PROFESSIONS UNDERSTAND THAT WE
WANT TO MAKE SURE THAT WE TREAT
PEOPLE AS EXPERTS IN THEIR OWN
LIVES, RIGHT? UM AND ENSURING
THAT THEY KNOW WHAT'S BEST FOR
THEMSELVES. BUT WE ALSO KNOW
THAT THERE ARE GREAT EXAMPLES
THAT WE COULD POSSIBLY BE USING
THROUGHOUT THE NATION AS WELL ON
THINGS THAT WE MAY NOT BE DOING
IN CALIFORNIA. UH UM OR LOOKING
AT THE YOU KNOW BEST PRACTICES
BASED UPON THE DATA AND THE
RESEARCH THAT IS OUT THERE. HOW
ARE WE INTEGRATING AT THE SAME
TIME AS WE'RE GIVING THESE
DOING, THE FOCUS GROUPS GETTING
THE REAL LIFE FEEDBACK FROM
THOSE WHO ARE EXPERTS IN THEIR
OWN LIVES, BUT THEN ALSO
UPLIFTING SOME OF THE THINGS
THAT MAY BE HAPPENING AROUND THE
NATION THAT EVEN SOME OF THE
PEOPLE, UM YOU SOMETIMES YOU
DON'T KNOW WHAT YOU DON'T KNOW,
EITHER, THOUGH, RIGHT? AND WE
WANT TO MAKE SURE THAT THEY ALSO
KNOW UH, THAT WE DON'T WANT THEM
TO LIMIT THEIR OWN EXPECTATIONS
OR LIMIT THEIR OWN. UM UH UM,
OPPORTUNITIES BASED UPON THINGS
THAT THEY MAY NOT KNOW COULD BE
AVAILABLE, BUT WE HAVEN'T REALLY
INTRODUCED THEM TO IT. HOW ARE
WE KIND OF MESHING THOSE TWO
SURE, I, UH. I LIKE AS I
MENTIONED BEFORE OFFERING
OFFERING THE ENTIRE GAMBIT OF
EMPLOYMENT SERVICES I WE DO
OFFER AND WE DO GET FOLKS INTO
SITUATIONS WHERE THEY WE CAN TRY
THEM ON CERTAIN DIFFERENT
PLACEMENTS IN DIFFERENT
EMPLOYMENT OPPORTUNITIES. UM AND
I THINK THE UM. AGAIN IT COMES
DOWN TO THE THERE'S A
PRESUMPTION THAT BECAUSE YOU PUT
SOMEBODY INTO COMPETITIVE
INTEGRATED EMPLOYMENT THAT THAT
SOMEHOW IS NOT ISOLATING FOR AN
INDIVIDUAL, BUT FOR AN
INDIVIDUAL, ESPECIALLY AN
INDIVIDUAL, THE SEVERE
DISABILITY UM, I WOULD ARGUE
AGAINST THAT. I THINK THAT THEY
OFTEN TIMES WOULD VIEW THE
SETTINGS THAT ARE OUT OF FAVOR.
UH AS BEING THE SETTING OF
CHOICE BECAUSE IT'S THE LEAST
ISOLATING FOR THEM. THAT'S WHERE
THEIR FRIENDS ARE. THAT'S WHERE
THEY'RE ENJOYING GOING TO WORK.
UM WHEREAS YOU IF YOU PLACING AN
INDIVIDUAL INTO A COMPETITIVE
INTEGRATED SPOT AND IT'S NOT ALL
OKAY AND I'M NOT SAYING IT'S
ALSO TIMES, BUT THERE ARE
INSTANCES WHERE THOSE PLACEMENTS
IN OF THEMSELVES BECOME VERY
ISOLATING AND I AND SO I WOULD
SAY THAT ANYBODY CAN YOU GIVE AN
EXAMPLE OF THAT IS NOT EVERYONE
WE UNDERSTAND. THE CONTEXT. YEAH
ESSENTIALLY WHEN YOU HAVE, UH,
SOMEBODY WITH A DISABILITY WHO
IS BROUGHT IN TO WORK AT A
RESTAURANT, AND THEY'RE PUT IN
THE IN THE BACK OF THE
RESTAURANT AND THEY'RE WASHING
DISHES AND THEY DON'T NOBODY
TALKS TO THEM UNTIL MANAGER
CIRCLES AROUND TO SAY, CAN YOU
GO ON YOUR BREAK? UH AND VERSUS
A EXPERIENCE WHERE THEY'RE
AROUND PEOPLE THAT THEY MAY LIVE
WITHIN THEIR GROUP HOME. UH AND,
UH AND NOW THEY'RE THEY'RE AT
WORK WITH THEM, UH, AND THEY
ENGAGE ON BREAK TIMES WITH WITH
EACH OTHER AND SO ON SO FORTH,
AND SO, UM, IF I HAD AN
OPPORTUNITY TO WORK IN A SETTING
WITH ALL OF MY FRIENDS I WOULD
CHOOSE THAT. I DON'T THINK THAT
THE PEOPLE THAT I'M SERVING ARE
MAKING IRRATIONAL DECISIONS. AS
I MENTIONED IN MY TESTIMONY, I
JUST DON'T I THINK IF I WAS
PRESENTED WITH THE OPTION TO
WORK AROUND MY FRIENDS, I WOULD
CHOOSE THAT. IF I IF I WAS
PRESENTED WITH AN OPTION THAT IT
WELL, YOU COULD GET THIS JOB.
YES, YOUR S S. I IS GOING TO GO
AWAY, WHICH IS A GUARANTEED
AMOUNT OF MONEY. EVERY MONTH. IT
COMES LIKE CLOCKWORK AND YOU CAN
HAVE THIS JOB THAT'S GOING TO GO
AWAY. BUT IF YOU LOSE THAT JOB,
IT'S GOING TO BE SEVERAL MONTHS
BEFORE YOU GET THAT S S I TO
KICK BACK ON AND YOU'RE GONNA
HAVE TO FIGURE OUT HOW TO DEAL
WITH THAT. UM, I DON'T FIND I
DON'T FIND IT TO BE IRRATIONAL
TO SAY YEAH. I DON'T WANT TO
TAKE THAT RISK. IN MY IN MY
OPINION, I JUST DON'T THINK THAT
I APPRECIATE YOUR COMMENTS. I DO
NEED TO KIND OF WRAP THIS PANEL
UP AS WE'RE, UM ALMOST AT A
TIME. WE HAVE THREE MORE PANELS
TO GO. UM OBVIOUSLY WE WILL.
IT'S A LOT TO COVER AND A VERY
LIMITED AMOUNT OF TIME AND OUR
COLLEAGUES HERE ARE ALWAYS
AVAILABLE FOR YOU TO ASK
ADDITIONAL QUESTIONS OR MAKE
ADDITIONAL COMMENTS. BUT I WANT
TO THANK TODAY'S PANELISTS FOR
PROVIDING YOUR EXPERTISE. UM NOW
I WANT TO MOVE ON TO OUR SECOND
PANEL WHO WE'VE BEEN TALKING A
LOT ABOUT WORKERS, WORKERS WITH
DISABILITIES. UM SO I WOULD LIKE
TO BRING UP OUR FIRST PANELISTS,
WHICH IS, UH, ACTUALLY SILENCE
WAGNER, WHO'S A COUNSELOR AT THE
CALIFORNIA SCHOOL FOR THE DEAF
IN RIVERSIDE. AND HE IS GOING TO
JOIN US REMOTELY. WE ALSO HAVE A
BOBBY DUE TO A STATE EMPLOYEE
AND THE PRESIDENT OF THE
ASSOCIATION OF CALIFORNIA STATE
EMPLOYEES WITH DISABILITIES. AND
WE HAVE OUR FINAL SPEAKER ON
THIS PANEL, WHICH IS NO, UH,
LEVEL WITH THE FOUNDER OF THE
LAW OFFICE OF NOAH THE LEVEL
WITH AN ATTORNEY WHO REPRESENTS
EMPLOYEES IN ALL TYPES OF
EMPLOYMENT CASES. THANK YOU AND
WE WILL GO AHEAD AND GET STARTED
WITH OUR FIRST AND I ALSO WANT
TO MENTION I RECENTLY VISITED,
UM, THE CALIFORNIA SCHOOL FOR
THE DEAF. AND IT WAS AN AMAZING
EXPERIENCE TO BE ABLE TO MEET A
LOT OF THE STUDENTS THERE,
PARTICULARLY THE YOUTH, AND
THERE WAS A LITTLE GIRL WHO WAS
ABOUT I DON'T KNOW. NO MORE THAN
EIGHT YEARS OLD AND WATCHING HER
BR LEAD AND GUIDE US THROUGH THE
VISIT. WAS JUST A REMARKABLE
EXPERIENCE. AND YOU KNOW, AS A
LEGISLATOR, IT IS MY JOB TO MAKE
SURE THAT WE REPRESENT ALL OF
OUR CONSTITUENTS, INCLUDING THIS
EIGHT YEAR OLD LITTLE GIRL WHO
HAS A VERY BRIGHT FUTURE THANKS
TO THE WORK OF THE CALIFORNIA
SCHOOL OF THE DEATH. UM AND YOU
KNOW, I AM LOOKING FORWARD TO
HER ONE DAY BEING PRESIDENT OF
THE UNITED STATES SOUTH HOW
BLOWN AWAY I WAS BY THE PROGRAM.
AT THIS SCHOOL. ALL RIGHT, AND
SO WE WILL HAVE SILENCE. WAGNER.
UM, GO AHEAD. HELLO. HOLD ON
JUST A MOMENT. HELLO. I AM SILAS
WAGNER. AND. HI I AM A MAIL IN
MY FIFTIES. I WEAR GLASSES. I'M
VERY SHORT HAIR. I HAVE A NAVY
COLORED SHIRT ON AND I'M HERE TO
PRESENT ABOUT THE SCHOOL FOR THE
DEAF IN RIVERSIDE. SO UM, WHAT I
WANT TO DO IS TALK ABOUT ACCESS,
AND SO WHAT THE POINT IS THAT WE
NEED TO INCLUDE EVERYONE. WITH
COMMUNICATION BARRIERS. YOU
KNOW, WE HAVE BECOME USED TO
THAT. WE NEED TO STOP HAVING
THOSE BARRIERS. SO COULD WE GO
AHEAD WITH MY SLIDES? CAN YOU
SHARE MY SLIDES OR YOU CANNOT
SEE THEM. OKAY WELL, AMERICAN
SIGN LANGUAGE ITSELF IS A VERY
VISUAL LANGUAGE. THAT HAS A VERY
RICH CULTURE INVOLVED WITH THAT
SIGNED LANGUAGE, AND IT'S OPEN
TO ALL PEOPLE IN THE COMMUNITY.
IT GIVES PEOPLE COMMUNICATION
ACCESS AND ABLE TO ALLOW THEM TO
COLLABORATE. SL OPPORTUNITY IS A
POWERFUL TOOL FOR OPENING TOURS
FOR EVERYONE WHO IS DEAF WHO
CANNOT SPEAK BUT KIM SAI SL
BARRIERS. YES THERE ARE SOME
ISSUES THAT COME UP. PEOPLE CAN
COMMUNICATE. BUT THERE ARE
BARRIERS ALL EXPAND ON THOSE
LATER. REAL QUICK. I JUST WANNA
ANNOUNCE SELL SLIDES ARE NOT
COMING UP. THEY WERE HAVING SOME
TECHNICAL ISSUES. WE HAVE THEM
UP HERE. UM, WE'LL MAKE SURE
THAT THEY'RE AVAILABLE AFTER
TODAY'S HEARING. OKAY, THAT'S
FINE. I WISH EVERYBODY COULD SEE
THE SLIDES NOW SO THAT THEY'RE
LIKE I COULD RELATE MY SCIENCE
TO WHAT THEY'RE SAYING. BUT I'M
SORRY. WE'RE GONNA MISS OUT ON
THAT PART. THAT'S TOO BAD. HMM.
ALRIGHT, GREAT, SO I'LL GO ON.
ON SEPTEMBER THE 25TH JUST
RECENTLY. UM WE HAD A SCHOOL.
ISSUE THAT CAME UP. THIS
HAPPENED AT 430 IN THE MORNING.
AND CHP STOPPED BY AND STARTED
QUESTIONING THE STUDENTS THAT
WAS AT 430 IN THE MORNING AND A
CHALLENGE CAME UP BECAUSE WHEN
THEY QUESTIONED THE STUDENTS AND
THE STAFF. THOSE WERE THE NIGHT
ATTENDANTS WILL WORK AT NIGHT IN
THE DORMS AS WELL, AS YOU KNOW,
YOU KNOW ANYBODY ELSE THAT THEY
NEEDED TO TALK TO EVERYTHING HAD
TO OCCUR ON VIDEO ON THE PHONE.
SO IT'S A SECURITY GUARDS AS
WELL AS THE CHP AND EVERYBODY
ELSE HAD TO TRY TO COMMUNICATE
THROUGH THE PHONE, AND THEY HAD
TO PASS THAT PHONE AROUND SO
THAT THEY COULD SEE THE
INTERPRETER OR UNDERSTAND WHAT
WAS BEING SAID. SO THAT LED TO A
LOT OF MISUNDERSTANDINGS. IN THE
END, IT WAS ALL CLARIFIED, BUT
IT WAS A LONG AND DIFFICULT
PROCESS, AND IT WAS DIFFICULT
FOR THEIR STUDENTS AND
UNDERSTAFFED TO BE ABLE TO
COMMUNICATE. CURRENTLY AT CSD.
NOBODY AND ON OUR SECURITY STAFF
. NONE OF THE SECURITY GUARDS
KNOW HOW TO SIGN. QUÊ NONE OF
PROFICIENT SIGNERS, BUT THEY
SOME OF THEM CAN BARELY SIGNED,
BUT THEY DO NOT SIGN WELL. AND
NOW IT'S CSD ARE IT IS NOT
REQUIRED FOR SECURITY STAFF TO
KNOW HOW TO SIGN IN ORDER TO GET
A JOB AT THE SCHOOL FOR THE
DEAF, THEY CAN GET THAT JOB
WITHOUT EVEN KNOWING HOW TO
SIGN. SO I THINK THAT WE NEED TO
ADD THAT REQUIREMENT FOR THE
SECURITY GUARDS TO BE ABLE TO
SIGN IN SL SO THEY CAN
COMMUNICATE FLUENTLY WITH THE
STAFF AND THE STUDENTS THAT
ALLOWS MORE ACCESS TO EVERYONE
IN THE SCHOOL. AND OF COURSE,
EMPATHY IS SO IMPORTANT. WE TALK
ABOUT THAT A LOT. CAN YOU
IMAGINE IF THE CHP KNEW HOW TO
SIGN OR IF THEY BROUGHT THEIR
OWN SL INTERPRETS WITH THEM WHEN
THEY HAD TO COME TO THE SCHOOL
WHILE QUESTIONING STUDENTS THAT
WOULD TOTALLY CUT DOWN ON
MISUNDERSTANDINGS RATHER THAN
RELYING ON INTERPRETER ON THE
PHONE AND HAVING TO PASS THAT
PHONE AROUND? IT WOULD BE VERY
NICE THAT THEY WOULD DO
SOMETHING LIKE THAT. OKAY, SO
NOW I WANT TO BRING UP ANOTHER
ISSUE. THIS WAS THE LOCKDOWN,
BUT NOW I WANT TO TALK ABOUT
ANOTHER ISSUE. AND WHAT HAPPENED
WAS I MISPLACED MY PHONE AS WELL
AS MY FATHER CARD. AND SO I GOT
TO THE GATE WITH WITH MY CAR AND
I WAS AT THE SCHOOL FOR THE DEAF
AND WE JUST, YOU KNOW, INSTALLED
THIS, LIKE, FIVE YEARS AGO WHERE
YOU HAD TO HAVE THE CARD IN
ORDER TO GET THROUGH THE GATE.
AND SO I KEPT PUSHING THE BUTTON
THAT'S AT THE GATE. AND THAT'S
LIKE A SPEAKER BOX OR CALL BOX.
THAT'S THERE. YOU KNOW, I PUSHED
THE BUTTON, BUT THERE WAS NO
VIDEO IN THAT BOX. SO FINALLY 10
OR 15. MINUTES LATER, A SECURITY
GUARD DROVE UP. THEY RECOGNIZED
ME. THEY KNEW WHO I WAS, AND
THEY OPEN THE GAME ALLOWED ME
AND I ASKED HIM HOW COME IT TOOK
SO LONG FOR YOU TO COME AND OPEN
THE GATE? AND THEY SAID, WELL,
WE COULDN'T SEE YOU. THERE'S NO
VIDEO CAMERA, SO YOU KNOW WE'RE
FAR AWAY. WE HAD TO DRIVE OVER
TO SEE WHO IT WAS. WHAT THEY DO
IS WHEN YOU RING THE BELL. THEN
THEY THREW THE SPEAKER. THEY ASK
WHO WAS RINGING THE BELL. BUT I
WASN'T ABLE TO HEAR THAT. I
WASN'T ABLE TO IDENTIFY MYSELF.
AND HERE WE ARE IN A SCHOOL FOR
THE DEAF. WE SHOULD INSTALL, UH,
PUSH BUTTON THAT HAS VIDEO
INCLUDED IN IT. SO IN THE FRONT
OFFICE, THE ADMINISTRATION
OFFICE. THAT'S WHERE MOST PEOPLE
COME IN. THAT'S A GREAT NUMBER
SIX. AND WHEN YOU GO IN THERE,
THEY DO NOT HAVE VIDEO CAMERAS,
UM, WHERE THEY CAN SEE WHO'S
COMING THROUGH. IT'S NOT TWO
WAY. SO I WISH THAT YOU KNOW, I
WISH I HAD THE SIDE TO SHOW YOU
WHAT IT LOOKS LIKE. BUT YOU'RE
NOT ABLE TO SIGN TO LET PEOPLE
KNOW WHO'S THERE, SO IT'S NOT
DEAF FRIENDLY. WHAT WE NEED TO
DO IS REQUIRES PEOPLE TO BE ABLE
TO SPEAK, AND MOST OF PEOPLE
THAT WORK THERE CAN SPEAK. SOME
CAN BUT SOME CAN'T AND SO THIS
IS A BARRIER FOR PEOPLE. IT'S
COMMUNICATION BARRIER. SO TO THE
WAY TO SOLVE THAT BARRIER IS TO
INSTALL VIDEO BOXES AND I HAVE
INVESTIGATED THIS, AND THERE ARE
CALL BOXES THAT DO INCORPORATE
VIDEO. SO THEN IT'S TWO WAY
VIDEO WHERE YOU CAN SIGN TO THE
PERSON SAY HI. THIS IS WHO I AM,
AND THEY CAN SEE THEN THEY CAN
SIGN TO YOU AND SAYING YOU CAN
ASK QUESTIONS. THEY CAN ASK WHO
YOU ARE. YOU DON'T HAVE TO BE
ABLE TO SPEAK. SO THIS NEEDS TO
BE IMPROVED FOR A SCHOOL FOR THE
DEATH. SO YOU WANT NO STUDENT
LEFT BEHIND OR NO ONE LEFT
BEHIND. YOU NEED TO THINK ABOUT
DEAF PEOPLE TO YOU KNOW, YOU
NEED TO HAVE EQUAL ACCESS TO
BOTH DEATH AND HEARING PEOPLE AT
THE SCHOOL. THIS IS A FULL SSL
COMMUNICATION ACCESS CAMPUS, AND
SO YOU KNOW WHAT? WHEN THIS IS
THE HEARTBEAT OF EVERYBODY WHO
GOES TO SCHOOL, THEY NEED
EVERYBODY ON CAMPUS SIGNS. SO
WHEN A SCHOOL FOR THE DEAF YOU
HAVE TO SHOW THAT IT'S A VERY
INCLUSIVE ENVIRONMENT, NOT WHEN
THERE ARE NO BARRIERS. SOFTWARE
CHANGES FOR THE FUTURE. I WOULD
ASK FOR YOUR SUPPORT AND
COMMITMENT TO ALLOWING
COMMUNICATION ACCESS BY
UPGRADING THE CALL BOXES AND
EMPHASIZING THE IMPORTANCE OF
THE SECURITY GUARDS BEING ABLE
TO LEARN AMERICAN SIGN LANGUAGE
AND BE PROFICIENT IN A S. L IT'S
NOT JUST A TECHNICAL ISSUE. IT
REALLY INCLUDES AND THE
INCLUSIVITY OF INCLUDING
EVERYONE. THANK YOU. SO THAT'S
ALL I HAVE. THANK YOU. THANK YOU
VERY MUCH, AND I APOLOGIZE AGAIN
FOR NOT FOR NOT HAVING YOUR
SLIDES. UH UM, NEXT WE HAVE OUR
SECOND PANELIST IS BOBBY DO TEST
STATE EMPLOYEE AND PRESIDENT OF
THE ASSOCIATION OF CALIFORNIA
STATE EMPLOYEES WITH
DISABILITIES. THANK YOU. GOOD
AFTERNOON, MADAM CHAIRPERSON AND
STEAM MEMBER AND SELECT
COMMITTEE. I'M HONORED TO HAVE
THIS OPPORTUNITY TO APPEAR
BEFORE YOU TODAY TO SHARE MY
EXPERIENCES AND OBSERVATION AS A
PERSON WITH A DISABILITY AND I'M
PROUD EMPLOYEE OF THE CALIFORNIA
STATE SERVICE. AS YOU SAID, MY
NAME IS BOBBY DATA. AND I WEAR A
GLASSES. DARK JACKET. AND A TIE.
AND THE ASIAN MAN. I CURRENTLY
SERVE AS THE PRESIDENT OF THE
ASSOCIATION OF CALIFORNIA STATE
EMPLOYEES WITH DISABILITIES ACT
SAID AND ALSO CO CHAIR. THE
STATE Y DISABILITY ADVISORY
COUNCIL AS STACK. IN SENATE BILL
SB 9 TO 5 OF 2002. THE
CALIFORNIA STATE GOVERNMENT MADE
A SOLEMN COMMITMENT TO BECOME A
MODEL EMPLOYER WHERE PEOPLE WITH
DISABILITIES THIS COMMITMENT WAS
ENSHRINED IN SECTION 12 803.6 OF
THE CALIFORNIA GOVERNMENT CODE.
REGRETTABLY DESPITE THIS PLEDGE,
THE STATE PERFORMANCE AS AN
EMPLOYER FOR INDIVIDUALS WITH
DISABILITIES HAS FALLEN SHORT OF
EXPECTATIONS OVER THE PAST
SEVERAL ADMINISTRATIONS. AS A
STATE EMPLOYEE WITH THE
DISABILITY AND A LEADER IN TWO
ORGANIZATIONS DEDICATED
ADVANCING THE EMPLOYMENT AND
WITH PERSON WITH DISABILITIES IN
STATE GOVERNMENT AND DEEPLY
DISAPPOINTED TO REPORT THAT
STATE REMAINS AN EMPLOYER THAT
OFTEN FALLS SHORT IN PROVIDING A
USER FRIENDLY ENVIRONMENT FOR
THE EMPLOYMENT AND ACCOMMODATION
FOR INDIVIDUALS WITH
DISABILITIES. THIS IS STARKLY
EVIDENT IN THE STEADY DECLINE IN
THE REPRESENTATION OF PEOPLE
WITH DISABILITIES IN STATE
GOVERNMENT WORKFORCE OVER THE
PAST 5.5 YEARS AT THE END OF
2017 CALENDAR YEAR. INDIVIDUAL
WITH DISABILITIES COMPRISED
14.7% OF THE STATE GOVERNMENT
WORKFORCE JUST 5.5 YEARS LATER,
AS OF JUNE, 30TH 2023, THAT
FIGURE HAD PLUMMETED TO A MERE
8.8. THIS ALARMING DECLINE
SUGGESTS THAT THE STATE
GOVERNMENT IS NO LONGER
PERCEIVED AS AN ATTRACTIVE
EMPLOYER FOR INDIVIDUALS WITH
DISABILITIES, SEEKING EMPLOYMENT
OR PURSUING AN EXTENDED CAREER
PATH. I BELIEVE ONE OF THE
PRIMARY FACTORS CONTRIBUTING TO
THIS DECLINE IS THE STATE
GOVERNMENT PERSISTENT FAILURE.
TO PROVIDE TIMELY AND
APPROPRIATE REASONABLE
ACCOMMODATIONS. THE STATE HAS
CONSISTENTLY REFUSED TO
ESTABLISH SPECIFIC TIME LIFE
FRAME OR TIMELINES FOR
ADJUDICATING REASONABLE
ACCOMMODATION REQUEST MADE BY
EMPLOYEES WITH DISABILITIES.
UNFORTUNATELY THE STANDARDS
COMMONLY EMPLOYED TO DECIDE.
SUCH REQUESTS ARE ROOTED IN A
MEDICAL MODEL OFTEN RELY ON
MEDICAL PROFESSIONALS WHO MAY
NOT BE QUIPPED OR WILLING TO
ADDRESS THE VOCATIONAL
LIMITATION OF INDIVIDUAL WOULD
DISABILITIES. THIS PRACTICE
RESULTS IN LENGTHY AND
UNNECESSARY DELAYS IN PROVIDING
APPROPRIATE ACCOMMODATION. OR
OUTRIGHT DENIAL OF DESERVED
ACCOMMODATION. MOREOVER WHEN
REQUESTS ARE ADJUDICATED
PROMPTLY DELAYS IN THE
PROCUREMENT PROCESS FOR
EQUIPMENT OR SERVICES CAN TAKE
MONTHS. LEAVING EMPLOYEES
WITHOUT THE ESSENTIAL TOOL TO
PERFORM THEIR JOB DUTIES
EFFECTIVELY. EFFORTS TO REQUIRE
THE STATE TO COLLECT AND RECORD
STATISTICAL INFORMATION
REGARDING THE NATURE AND EXTENT
OF THESE DELAYS HAVE BEEN
FUTILE. ADDITIONALLY I MUST
CRITICIZE THE STATE GOVERNMENT
LACK OF MEANINGFUL OUTREACH TO
DISABILITY COMMUNITY REGARDING
EXAM AND JOB OPPORTUNITIES,
SIMPLY DISTRIBUTING EXAM OR JOB
OPPORTUNITIES. ANNOUNCEMENT TO
ENTITIES THAT SERVE OR REPRESENT
PERSON WITH DISABILITIES IS
INSUFFICIENT TO ATTRACT
APPLICANT. WHO MAY UTILIZE
ALTERNATIVE TESTING FORMATS
REQUIRE ACCOMMODATION TO
PARTICIPATE IN APPLICATION
PROCESS. WHILE I APPLIED THE
DEPARTMENT OF HUMAN RESOURCE
KELLY CHART TO STEP TO ADD
ADDITIONAL JOB CLASSIFICATION TO
THE LIMITED EXAM AND APPOINTMENT
PROGRAM. ONE OF THE SPEAKERS
SPOKE OF, UH, LEAP. THESE
EFFORTS WITHOUT SUBSTANTIAL
TARGETED OUTREACH AND
RECRUITMENT INITIATIVE WILL
UNDOUBTEDLY FALL SHORT OF
MEANINGFULLY IMPROVING THE
REPRESENTATION OF PEOPLE WITH
DISABILITIES IN STATE GOVERNMENT
WORKFORCE. ULTIMATELY STATE
GOVERNMENT LACKS THE UNWAVERING
COMMITMENT TO SERIOUSLY ADDRESS
THE UNDER REPRESENTATION OF
PEOPLE WITH DISABILITIES WITHIN
ITS WORKFORCE. DRAMATIC AND
SUSTAINED COMMITMENT FROM THE
HIGHEST LEVEL OF ADMINISTRATION
IS ESSENTIAL TO EMPHASIZE THE
IMPORTANCE AND THE NECESSITY OF
RECRUITING, EMPLOYING, RETAINING
AND ADVANCING INDIVIDUALS WITH
DISABILITIES. RESTORING THE
STATE GOVERNMENT TO ITS FORMER
STATUS AS EMPLOYEE WOULD
INDIVIDUAL DESIRE TO WORK
REQUIRES A PARADIGM SHIFT. SO
THANK YOU AGAIN FOR THE
OPPORTUNITY TO TESTIFY. I'M
HAPPY TO RESPOND TO ANY
QUESTIONS YOU MAY HAVE. THANK
YOU AND OUR FINAL SPEAKER ON
THIS PANEL IS NOAH LEBOWITZ.
THANK YOU. THANK YOU, CHAIR
ORTEGA AND ESTEEMED MEMBERS OF
THE COMMITTEE. THANK YOU FOR
HOLDING THIS VERY IMPORTANT, UH,
HEARING TODAY ON THIS VERY
IMPORTANT TOPIC AGAIN. MY NAME
IS NOAH LEBOWITZ. I AM AN
ATTORNEY BASED IN THE EAST BAY
AND NORTH COAST, CALIFORNIA
PRACTICING EMPLOYMENT LAW, WHICH
I HAVE DONE FOR MORE THAN 25
YEARS, PRIMARILY EXCLUSIVELY
REPRESENTING EMPLOYEES. AND
PRIMARILY IN DISABILITY
DISCRIMINATION AND MEDICAL LEAVE
CASES. UH I'VE ALSO BEEN, UH,
INVOLVED IN LEGISLATION AND
REGULATIONS IN REGARDS TO, UH
REASONABLE ACCOMMODATION AND
DISABILITY DISCRIMINATION. SO
THIS IS A MATTER THAT'S DEAR TO
MY HEART. UM WE STARTED THIS
THIS HEARING TODAY CHAIR ORTEGA
TALKING ABOUT THE RETURN TO
OFFICE MOVEMENT, SO TO SPEAK,
AND THE IMPACT IT'S HAVING ON
THE POPULATION OF WORKERS WITH
DISABILITIES, AND THAT'S WHAT
I'M HERE TO TALK ABOUT IN
PARTICULAR AND WHAT WE ARE
SEEING IN OUR PRACTICES AND IN
INDIVIDUAL SITUATIONS. NOW. AS
WE ALL KNOW, IT IS A BIT OF
BACKGROUND. OF COURSE, UM IT IS
CRUCIAL TO THE REASONABLE
ACCOMMODATION PROCESS IS THE
APPROPRIATE DEFINITION OF THE
ESSENTIAL FUNCTIONS OF A
PARTICULAR JOB. AND THAT IS
SUPPOSED TO BE REACHED THROUGH,
UH, AN INDIVIDUALIZED ASSESSMENT
OF A PARTICULAR JOB. AN EMPLOYER
IS UNDER THE REGULATIONS UNDER
THE LAW REQUIRED TO MAKE THAT
INDIVIDUALIZED ASSESSMENT OF
BOTH THE PARTICULAR JOB AND WHEN
IT COMES TO A REQUEST FOR
ACCOMMODATION, THE PARTICULAR
WORKERS UH. UH DISABILITY AND
ANY MATTERS OR ISSUES THAT COME
UP AND IN THEIR EMPLOYMENT BASED
ON THAT, OR THAT ARISE FROM THAT
DISABILITY. WE HAVE THE
INTERACTIVE PROCESS WHERE THE
EMPLOYER THEORETICALLY IS AN
EXPERT IN THAT, UH, IN THAT JOB,
WHY THAT JOB EXISTS AND WHAT THE
ESSENTIAL FUNCTIONS ARE. THE
EMPLOYEE IS THE EXPERT IN
THEMSELVES, AS WE'VE NOTED IN
MANY OTHER SPEAKERS TODAY. AND
THROUGH A COLLABORATIVE PROCESS
TO THE INTERACTIVE PROCESS WE
EXPLORE. WE EXPLORE. EXCUSE ME,
UH, REASONABLE ACCOMMODATIONS.
NOW BEFORE THE PANDEMIC. THE
KIND OF STATUS QUO WAS THAT
EMPLOYERS ROUTINELY UH, ARGUED
THAT PHYSICAL PRESENCE IN THE
WORKPLACE WAS AN ESSENTIAL
FUNCTION OF EVERY JOB ALMOST
EVERY JOB, EVEN IN CALIFORNIA,
WHERE WE HAVE MULTITUDES OF TECH
HIGH TECH COMPANIES WHERE PEOPLE
CAN EASILY WORK REMOTELY. EVEN
IN THOSE JOBS, EMPLOYERS
ROUTINELY HELD THEIR GROUND AND
SAID NO PHYSICAL PRESENCE IN THE
WORKPLACE IS AN ESSENTIAL
FUNCTION. AND DESPITE OUR
ARGUMENTS ON BEHALF OF EMPLOYEES
ADVOCATING FOR ACCOMMODATIONS
THAT IN FACT THROUGH AN
INDIVIDUALIZED ASSESSMENT. YOU
WOULD ACTUALLY SEE THAT THERE'S
OPPORTUNITIES FOR THINGS LIKE
REASONABLE ACCOMMODATIONS OF
REMOTE WORK. UH THOSE WERE OFTEN
REJECTED BY EMPLOYERS. AND
UNFORTUNATELY IN THE COURTS,
THOSE ARGUMENTS ON BEHALF OF
EMPLOYERS WERE OFTEN ACCEPTED
WITHOUT FURTHER INQUIRY. THEN,
OF COURSE, WE HAD THE PANDEMIC.
AND EVERYTHING CHANGED. RIGHT SO
EVERYONE EXCEPT FOR ESSENTIAL
WORKERS WENT HOME. AND EVERYBODY
STARTED WORKING REMOTELY. AND
WHAT DID WE DISCOVER? OBVIOUSLY
THERE'S SOME COMPANIES THAT
DIDN'T SURVIVE. THERE WAS THERE
WAS ECONOMIC HARDSHIP, BUT A LOT
OF COMPANIES FIGURED IT OUT.
PEOPLE ADAPTED COMPANIES ADAPTED
AND WHAT WE DISCOVERED. WAS
THROUGH THE USE OF TECHNOLOGY
AND ADAPTABILITY AND CREATIVITY.
WE WERE ABLE TO CONTINUE
ECONOMIC VIABILITY AND WE WERE
ABLE TO CONTINUE HAVING, UH,
EMPLOYEES BE ACTIVE AT WORK,
EVEN AT THEIR HOMES, EVEN IF
THEY WEREN'T EVEN IN THE SAME
STATE. EVEN IF THEY WEREN'T IN
THE SAME COUNTRY. UH AS THE BASE
OF WHERE THE EMPLOYER WAS
HEADQUARTERED. AND YOU KNOW, I
HAD MANY CONVERSATIONS WITH
MEMBERS OF COLLEAGUES WHO
REPRESENT MANAGEMENT. FRIENDS OF
MINE. ABOUT THIS DEVELOPMENT AND
WHAT IT WAS GOING TO MEAN FOR
THE ARGUMENT THAT IT IS AN
ESSENTIAL FUNCTION OF EVERY JOB
TO BE PHYSICALLY PRESENT IN THE
WORKPLACE, AND THEY ACKNOWLEDGED
AT THAT POINT YEAH. YOU KNOW
WHAT? THAT ARGUMENT IS PROBABLY
OUT THE WINDOW. BUT WHAT WE'VE
SEEN SINCE IN THE PAST HALF A
YEAR. PLUS OR SO IS THIS
MOVEMENT TOWARDS RETURNED TO THE
OFFICE AND BUT AND.
UNFORTUNATELY WHAT WE'RE SEEING
IN THIS PROCESS IS THAT THERE IS
AGAIN NO INDIVIDUALIZED
ASSESSMENT. WE'RE SEEING BLANKET
ORDERS THAT EVERYONE MUST RETURN
TO THE OFFICE. AND, UM. I'VE HAD
A NUMBER A NUMBER OF OCCASIONS
TO WORK WITH INDIVIDUAL
EMPLOYEES WHO HAVE BEEN
SUBJECTED TO THESE MANDATES, AND
, UH, WHAT'S HAPPENING IS BACK
TO WHERE IT WAS BEFORE WHERE
THERE IS NO INDIVIDUALIZED
ASSESSMENT. THERE IS NO
INDIVIDUALIZED, UH, DESCRIPTION
OR DISCUSSION OF WHAT EACH
PARTICULAR JOB ENTAILS. OR WHY.
IS A PHYSICAL PRESENCE IN THE
WORKPLACE REQUIRED FOR THIS
PARTICULAR JOB. IT'S JUST NOT
HAPPENING. AND THIS IS
HAPPENING. THIS IS ACROSS THE
BOARD WHETHER IT'S SMALL
COMPANIES, LARGE COMPANIES, TECH
COMPANIES FINANCE COMPANIES
ACROSS THE BOARD IN OUR
EXPERIENCE. UM SO I JUST WANTED
TO KNOW YOUR TIME IS UP. SO I
WANT TO BE MINDFUL OF THAT AND
ALL THE OTHER SPEAKERS. UM BUT
I'M I'M HAPPY TO ANSWER ANY
OTHER QUESTIONS, AND I'M REALLY
HAPPY. THIS COMMITTEE IS HOLDING
THIS THIS HEARING. SO THANK YOU.
THANK YOU. AND AGAIN, I
APOLOGIZE. I KNOW THIS IS A HUGE
TOPIC. UH AND WE'RE TRYING TO
CRAM AS MUCH INFORMATION AS
POSSIBLE AND A VERY LIMITED
AMOUNT OF TIME. BUT I ALSO KNOW
THAT WITH THIS INFORMATION, MY
GOAL IS TO CONTINUE THE
DISCUSSION WITH POSSIBLE
SOLUTIONS COMING OUT OF HERE. SO
IT'S NOT THE FIRST TIME THAT YOU
KNOW IT WON'T BE THE LAST TIME
WHEN WE HIT. WE'LL HAVE THIS
CONVERSATION AND DISCUSSION. BUT
I APPRECIATE YOUR UNDERSTANDING.
I KNOW ASSEMBLY MEMBER COLONIES
AND ASSEMBLY MEMBER ARAMBULA HAD
QUESTIONS EARLIER. I DON'T KNOW
IF THEY WANT TO CONTINUE WITH
THOSE OR THANK YOU, MADAM CHAIR.
I'LL BEGIN IF I CAN, WITH DR
RAINER'S COMMENT ABOUT THE
UNACCEPTABILITY ABOUT THE LOW
RATE OF EMPLOYMENT THAT WE HAVE
WITHIN THE I D D COMMUNITY. I
THOUGHT THE DATA POINT REGARDING
THE 33% EMPLOYMENT GAP BETWEEN
PEOPLE WITH AND WITHOUT
DISABILITIES NEEDS TO BE A NORTH
STAR FOR US TO CONTINUE TO WORK
ON. AS WELL AS THE IMPORTANCE
THAT THIS CAN HAVE AND BEING A
WIN FOR EMPLOYERS, A WIN FOR
DISABILITY COMMUNITIES AND
ULTIMATELY, A WIN FOR OUR STATE
AND OUR TAX BASE. IF WE'RE ABLE
TO EFFECTUATE THE CHANGE THAT WE
WANT TO LIKE TO ASK MR DUTTA IF
I CAN REGARDING REASONABLE
ACCOMMODATIONS, YOUR TESTIMONY
WAS POWERFUL AS SOMEONE WITH
LIVED EXPERIENCE. AND, UM, AND
HERE AND REALLY, UM BELIEVE YOUR
DEEP DISAPPOINTMENT, UM, CAME
THROUGH YOUR TESTIMONY THAT I'D
LIKE TO UNDERSTAND, UM, HOW WE
GET A BETTER TIMELINE TO
ADJUDICATE THE REASONABLE
ACCOMMODATIONS THAT'S BEFORE US.
AND I WONDER IF YOU HAVE ANY
OTHER SUGGESTIONS OTHER THAN
MEDICAL PROFESSIONALS WHO CAN
HELP US TO MAKE THOSE TYPES OF
DECISIONS FIRST. AND THEN SECOND
IF I CAN. YOU SPOKE ABOUT THE
LACK OF OUTREACH AND JOB
ANNOUNCEMENTS TO THE I D D
COMMUNITY WE HEARD EARLIER ON,
UM AS WELL REGARDING, UM, BILL I
HAD A, UH, THE LOVELY
OPPORTUNITY TO WORK WITH MANY IN
THIS ROOM ON WHICH WAS A B 447.
OR INCLUSIVE, HIGHER EDUCATION
ACT THAT I'D LIKE TO SEE IF
THERE'S AN OPPORTUNITY WITHIN
THOSE HIGHER EDUCATION
INSTITUTIONS FOR EMPLOYERS. TO
BE DOING SOME OF THAT OUTRAGE OR
THE STATE OF CALIFORNIA TO BE
CONNECTING SOME OF THOSE
THOUGHTS, SO I'M HOPING YOU CAN
SPEAK TO THOSE TWO QUESTIONS.
GREAT THANK YOU VERY MUCH FOR
THE QUESTION OF THE LAST PART.
I'LL GET TO THAT IN A MINUTE,
THE REASONABLE ACCOMMODATION
QUESTION. IT'S REAL SIMPLE. UH
THE LAW REQUIRES THAT YOU NEED
TO ENGAGE IN INTERACTIVE
PROCESS. WHEN AN EMPLOYEE COMES
UP AND SAY, HEY, I NEED SOME
HELP TO PERFORM THE ESSENTIAL
FUNCTIONS OFTENTIMES WHAT I SAW
AND I ALSO USED TO BE A MEMBER
LEADER FOR ICU LOCAL 1000 FOR
FIVE YEARS. AS A JOB, STUART. I
REPRESENTED A LOT OF MEMBERS
JUST IN THAT CAPACITY ALONE WAS
FRUSTRATING FOR ME TO OBSERVE
THAT THE INTERACTIVE PROCESS DID
NOT HAPPEN IMMEDIATELY. SO OFTEN
TIMES THE EMPLOYEE WOULD MAKE
THE REQUEST. SO THE SOLUTION TO
THAT PROBLEM IS ENGAGING THAT
INTERACTIVE PROCESS IMMEDIATELY.
AND THEN FORM A TIMELINE. YOU
KNOW, LET'S SAY THAT YOU ENTER
INTO THAT NEGOTIATION COME UP TO
A MILESTONE UP WHERE YOU NEED TO
BE. AND WORK OUT A SCHEDULE FOR
COMPLETING THAT WHICH MIGHT
INVOLVE THE MEDICAL UH,
PROFESSIONALS. IF YOU NEED IT
OFTEN TIMES IT MAY NOT. BUT
DON'T FIT A ONE SIZE FITS ALL
POLICY, BUT MOVE ON IT RAPIDLY
QUICKLY, JUST SO THAT THE WORK
CAN GET DONE AS A STATE EMPLOYEE
. I WANT TO WORK FOR THE STATE.
I WANT TO SERVE THE PUBLIC AT
LARGE. BUT IF I CANNOT PERFORM
MY FUNCTIONS BECAUSE THE TOOLS
THAT I NEED TO DO THAT JOB IS
TAKEN AWAY FROM ME OR NOT
AVAILABLE. I CAN DO THAT JOB
EFFECTIVELY, AND THAT'S A WASTE
OF PUBLIC MONEY. SO ENGAGING,
INTERACTIVE PROCESS. COME UP
WITH IT AND RESPOND TO THE
QUESTION THAT I PRESENT THAT I
NEED HELP. LET'S SAY WITHIN FIVE
DAYS OR THREE DAYS, WHATEVER IT
IS WITHIN YOUR AGENCY WITHIN
YOUR DEPARTMENT, BUT HAVE SOME
SORT OF A GUIDELINE TO APPROACH
THAT. SO THAT WOULD BE ONE
QUESTION THAT I WOULD SAY. HAVE
A TIMEFRAME TO DEAL WITH. AND
THEN COME UP WITH A SOLUTION TO
THE PROBLEM. CNN GOAL WHERE YOU
WANT TO BE IN 10 DAYS, 20 DAYS
AND MEET WITH THAT PERSON
INTERMITTENTLY AND UNTIL THAT
PROBLEM IS FULLY RESOLVED, SO
THAT'S THE WAY I WOULD RESPOND
TO THAT QUESTION. YOUR SECOND
QUESTION WAS I HAD TO DO WITH
THE HIGHER EDUCATION OF HOW THE
EMPLOYER COULD ENGAGE IN THAT I
STRETCH REALLY GO OUT AS UH, JOB
STEWART AND TRY TO GET PEOPLE TO
WORK FOR THE STATE. I USED TO
SHOW UP AT SAC, STATE AND èC
CENTERS AND TRY TO ENGAGE PEOPLE
IN THAT. HAVE A RECRUITMENT
GEARED TOWARDS PERSON WITH
DISABILITIES, INCLUDING, UH,
EVERYBODY NORMALIZED THE PROCESS
AND MAKE SURE THAT WHEN YOU'RE
PRESENTING THE OPPORTUNITIES FOR
JOBS THAT IT IS EQUITABLE IT IS
INCLUSIVE. IT IS NORMALIZING THE
PROCESS FOR EVERYONE TO APPLY,
INCLUDING PERSON WITH
DISABILITIES, NOT JUST A NORMAL
STANDARD PROCESS, SO I WOULD
JUST GO OUT THERE AND ASK PEOPLE
DO YOU NEED ANY HELP ALTERNATE,
DIFFERENT APPLICATION PROCESS.
WHAT KIND OF ASSISTANCE DO YOU
REQUIRE? I WOULD MAKE THAT
QUESTION BROADLY AVAILABLE TO
ALL FORMS OF APPLICANTS,
STUDENTS AND JOBSEEKERS. THAT
COME IN AND APPLY AND NOT FOCUS
IN ONE STANDARD PROTOCOL.
QUICKLY. JUST A QUICK FOLLOW UP
QUESTION ON THE REASONABLE
ACCOMMODATIONS. IF I CAN SURE IS
THERE A ROLE FOR THE REGIONAL
CENTERS OR THE EMPLOYMENT FIRST
OFFICE, WHICH WE MENTIONED AT
THE START TO HELP US TO
DETERMINE THAT REASONABLE
ACCOMMODATION, SINCE THEY HAVE
MORE FAMILIARITY THAT DOES IT
ONLY NEED TO BE MEDICAL
PROFESSIONALS SPEAKING AS ONE
WHO ARE MAKING THOSE DECISIONS.
CAN WE HAVE PEOPLE WHO HAVE MORE
EXPERIENCE WORKING TO MAKE SURE
THAT WE HAVE APPROPRIATE
ACCOMMODATIONS? VERY GOOD
QUESTION. I THINK YOU ANSWERED
THE QUESTION BY SAYING WE DON'T
HAVE TO RELY ON MEDICAL
PROFESSIONALS ALONE. WE CAN RELY
ON THE EXPERTS LIKE THOSE
REGIONAL CENTERS LIKE THE OTHER
FOLKS, THE COMMUNITY MEMBERS,
ANYBODY CAN COME IN. AND ROLL UP
THEIR SLEEVES AND HELP SOLVE THE
PROBLEM. THAT'S WHAT WE WANT, SO
WE SHOULDN'T JUST NARROWLY AND,
UH, BE TUNNEL VISION INTO
THINKING THAT THE ONLY PERSON
THAT CAN HELP US OTHER
PHYSICIANS OFTEN TIME KAISER
DOCTOR COULD CARE LESS ABOUT
YOUR JOB DUTIES. THEY'RE BUSY
ENOUGH SERVING. PATIENTS AND
THEN YOU BURDEN THEM WITH. WELL
READ MY DUTY STATEMENT. IF
YOU'RE A STATE EMPLOYEE THAT
THREE PAGES LONG DECIPHER ALL
THESE DIFFERENT TERMS THAT YOU
NOBODY KNOWS ANYTHING ABOUT, AND
THEN YOU TELL ME WHAT KIND OF
REASONABLE ACCOMMODATION IS
NEEDED. HOW EFFECTIVE IS THAT
PROCESS YET WE DEMAND THAT
THAT'S HOW WE DO THINGS, AND
THAT'S JUST DOESN'T MAKE ANY
SENSE. SO, YES, I WOULD ENGAGE
THOSE REGIONAL CENTERS AND
EVERYONE ELSE. THANK YOU. YES MR
LEBOWITZ, AND THEN I HAVE A
QUESTION FOR YOU AFTER THAT,
JUST ADDRESSING YOUR YOUR LAST
POINT. UM IN FACT, ONE OF THE
BIGGEST ISSUES WE'VE SEEN
CONSISTENTLY IS THAT, UH,
PRACTICING PHYSICIANS ARE A WAY
OVERWORKED AND YOU KNOW IF YOU
HAVE 15 MINUTES TO SEE A CLIENT
OR A PATIENT AND THEN YOUR
INSURANCE COMPANY MAKES YOU MOVE
ON. THERE'S NOT A LOT OF TIME
FOR GOOD IN DEPTH EXPLORATION
INTO WHAT POSSIBLE REASONABLE
ACCOMMODATIONS THERE. MAYBE. BUT
SECONDLY, A LOT OF PHYSICIANS,
UM AREN'T TRAINED AND DON'T
UNDERSTAND THE DIFFERENCE
BETWEEN SEEKING A REASONABLE
ACCOMMODATION WHERE YOU
ACKNOWLEDGE THE PERSON HAS A
DISABILITY, BUT THEY ARE STILL
ABLE TO WORK VERSUS APPLYING FOR
SAYING THAT THE PATIENT IS
TOTALLY DISABLED AND UNABLE TO
WORK AND THEREFORE QUALIFYING
FOR BENEFITS, AND THAT'S A
NARROW PATH THAT HAS TO BE
FOLLOWED TO BE, UH, TO SHOW
ELIGIBILITY FOR REASONABLE
ACCOMMODATION. AND WHEN THE
PHYSICIANS ARE BEING ARE BEING,
UH, REQUIRED TO MAKE THAT
DECISION. IT OFTEN LEADS TO ALL
KINDS OF PROBLEMS FOR THE
INDIVIDUAL EMPLOYEE SLASH
PATIENT IN HOW THEY'RE ABLE TO
OR NOT ABLE TO PURSUE
ACCOMMODATIONS AND CONTINUE
WORKING, AND WE'VE SEEN THAT FOR
FOREVER IN THIS FIELD, AND IT'S
SOMETHING THAT WE'VE COME IN.
ACROSS A LOT, SO OTHER FOLKS,
OTHER EXPERTS BEING INVOLVED
WOULD BE TERRIFIC. THANK YOU FOR
THAT. AND I HAD A QUESTION. YOU
KNOW AGAIN, I THE IDEA FOR THIS
HEARING CAME FROM, YOU KNOW
SEVERAL ARTICLES THAT I READ
ABOUT. YOU KNOW WHAT WAS
HAPPENING DURING THE PANDEMIC,
BUT PARTICULARLY AMONGST, UM
PEOPLE WITH MOBILITY
DISABILITIES WHO FOR THE FIRST
TIME WE'RE FEELING VERY PART OF
OUR SOCIETY, AND WE'RE BEING
VERY PRODUCTIVE. AND THEN THIS
IDEA THAT NOW THAT WE'RE HAVING
THIS BLANKET RETURNED TO WORK
RETURNED TO THE OFFICE POLICIES
COMING BACK. I'M REALLY WORRIED
ABOUT THAT POPULATION BEING
THERE LAID OFF OR, YOU KNOW,
RETURNING TO THE PLACE. WE WERE
PREVIOUSLY WHERE THEY WERE
INVISIBLE. UM AND SO YOU KNOW
WHAT RECOMMENDATIONS OR WHAT
HAVE YOU SEEN? UM THAT COULD
HELP US AS WE MOVE INTO NEXT OUR
NEXT LEGISLATIVE SESSION. IT'S A
HARD QUESTION, BECAUSE ON THE
ONE HAND THE LAW EXISTS, AND
IT'S THERE AND THE RULES ARE
THERE. THEY'RE JUST NOT BEING
FOLLOWED. AND IN SOME SENSE IN
GOOD FAITH. SO HOW DO YOU CRAFT
FURTHER LEGISLATION OR FURTHER
POLICY STATEMENTS TO ENCOURAGE
ACTUAL COMPLIANCE WITH THE LAW?
OF COURSE, IN OUR REGULATORY
WORK THAT'S ALWAYS BEEN OUR GOAL
IS TO SEEK CLARITY IN THE
REGULATIONS AND USE THE
REGULATIONS AS A MEANS OF AN
ENCOURAGING COMPLIANCE, AS
OPPOSED TO ENCOURAGING
LITIGATION BECAUSE WE'RE TRYING
TO AVOID LITIGATION. HONESTLY
THIS IS WHAT I MEAN. A HUGE PART
OF MY PRACTICE IS NOT LITIGATION
, BUT IS ACTUALLY JUST ADVISING
INDIVIDUALS AS THEY GO THROUGH
THE INTERACTIVE PROCESS AND THE
REASONABLE ACCOMMODATION.
PROCESS AND SO, UH, WITH THE
GOAL OF MAINTAINING EMPLOYMENT,
NOT WITH SETTING UP LITIGATION
OR CREATING MORE LITIGATION,
IT'S ABOUT KEEPING PEOPLE
EMPLOYED. UH YOU KNOW THAT
THAT'S A FUNDAMENTAL ASPECT OF
THE A. D, A EVEN ITS PREAMBLE.
TALKS ABOUT THE ONE OF THE
NATION'S GOAL IS MAKING SURE
THAT PEOPLE WITH DISABILITIES
ARE ECONOMICALLY SELF SUFFICIENT
, AND THAT'S WHAT WE'RE TALKING.
ONE OF THE EARLIER SPEAKERS
TODAY WAS TALKING ABOUT THAT IN
THEIR OWN EXPERIENCE, AND THAT
WAS IT WAS IT WAS, YOU KNOW.
IMPORTANT AND IT'S AN IMPORTANT
ASPECT OF THESE LAWS. BUT WHAT
WE ARE SEEING IS YOU KNOW,
DURING THE PANDEMIC WE WERE
SEEING FOLKS. I HAD FOLKS WHO
WERE ACHIEVING ACCOMMODATIONS
AND WHO WERE WORKING
PRODUCTIVELY FOLKS WITH PRETTY
SIGNIFICANT DISABILITIES,
PHYSICAL DISABILITIES WHERE THEY
IN FACT, ONE OF MY CLIENTS COULD
NOT LEAVE HER HOME. UH BUT IS A
PROGRAMMER IS A TALENTED
PROGRAMMER AND WAS ABLE TO
MAINTAIN. EXCUSE ME HER
EMPLOYMENT WITH ONE OF THE
AUTONOMOUS AUTOMOBILE COMPANIES
BECAUSE EVERYONE WAS WORKING
REMOTELY, AND SHE WAS ABLE TO
CONTINUE HER WORK REMOTELY.
OTHERWISE SHE WOULD HAVE BEEN ON
ASSISTANCE. THERE'S NO WAY SHE
COULD HAVE COULDN'T LEAVE HER
HOME. THERE'S NO WAY SHE COULD
HAVE WORKED IN THAT TYPE OF JOB
SHE WAS MAKING OVER $150,000 A
YEAR. WORKING IN THAT TYPE OF
ENVIRONMENT, SO. IT'S THERE.
IT'S ABOUT WILLINGNESS AND TO
ENGAGE. IT'S ABOUT WILLINGNESS
TO DO IT IN GOOD FAITH. IT'S
ABOUT COMPLYING WITH THE LAWS
THAT ARE THERE. OBVIOUSLY
ANYTHING POLICY WISE POLICY
STATEMENTS OR OTHERWISE THAT
WOULD ENCOURAGE THAT, UM ARE
WOULD BE HIGHLY WELCOME. WELL,
THANK YOU SO MUCH FOR OUR
PANELIST AT THIS PANEL. UM,
THANK YOU FOR COMING TODAY
REALLY APPRECIATE YOUR
EXPERTISE. THANK YOU. I WILL NOW
MOVE ON TO OUR NEXT PANEL. THIS
IS OUR THIRD PANEL AND TO HEAR
FROM THE EMPLOYER'S PERSPECTIVE,
AND THOSE JOINING US TODAY ARE
ASHLEY HOFFMAN. FROM CALIFORNIA
CHAMBER OF COMMERCE. WE ALSO
HAVE HEATHER SWEENEY, MANAGER OF
WORKPLACE ACCOMMODATIONS AT
HEALTH NET. LORI LORI RODRIGUEZ,
DIRECTOR OF PEOPLE SERVICES AND
STRATEGIES AT, UH, SMUD, AND I
BELIEVE THOSE ARE THREE
PANELISTS. THANK YOU SO MUCH FOR
BEING HERE TODAY. UM SO I ASHLEY
IS FIRST. IS THAT? CAN YOU HEAR
ME? THANK YOU. UM GOOD AFTERNOON
, MADAM CHAIR AND MEMBERS. MY
NAME IS ASHLEY HOFFMAN, POLICY
ADVOCATE FOR THE CALIFORNIA
CHAMBER OF COMMERCE. I'M A WHITE
FEMALE WITH SHORT BROWN HAIR. I
HANDLE POLICY AREA FOR LABOR AND
EMPLOYMENT PRIOR TO WORKING AT
THE COW CHAMBER. I WAS A
PRACTICING ATTORNEY. UM I DID
HANDLE 88 AND CASES FOR A
FEDERAL DISTRICT COURT AND THEN
I ALSO PRACTICED AT TWO LAW
FIRMS WITH LABOR AND EMPLOYMENT
LAW ADVISING EMPLOYERS ON HOW TO
COMPLY WITH THE LABOR LAW AND
ALSO HANDLING LITIGATION. HOW
CHAMBER REPRESENTS OVER 14,000
BUSINESSES IN CALIFORNIA. WE
REPRESENT APPROXIMATELY ONE
QUARTER OF THE PRIVATE
BUSINESSES IN CALIFORNIA. BUT
WHAT I REALLY WANT TO TALK ABOUT
TODAY IS IN ADDITION TO OUR
POLICY UNIT, WHICH IS WHERE MOST
OF YOU ARE USED TO SEEING US IS
THAT I'M ACTUALLY THE BULK OF
COW CHAMBER IS REALLY DEDICATED
TO EMPLOYER EDUCATION, AND WE
ARE ONE OF THE ONLY STATE
CHAMBERS OF COMMERCE THAT IS
ACTUALLY A FULL SERVICE CHAMBER
OF COMMERCE. UM WHERE WE OFFER
EXTENSIVE LEGAL. ADVICE TO
EMPLOYERS ABOUT HOW TO COMPLY
WITH THE STATE'S LABOR LIES. WE
HAVE AN ENTIRE ONLINE TREATISE
ABOUT IT. WE HAVE A LABOR LAW
HOTLINE WHERE OUR MEMBERS CAN
ACTUALLY CALL IN AND TALK TO
ATTORNEYS AND THEN ASK THEM
QUESTIONS ABOUT HOW TO COMPLY,
AND WE OFFER TRAININGS AND
WEBINARS AND THEN WE ALSO CREATE
NOTICES IN POSTINGS THAT GO IN
THE WORKPLACE. SO AGAIN, OUR
FOCUS REALLY IS ON EDUCATION,
UM, SPECIFIC TO HIRING AND
RETAINING WORKERS WITH
DISABILITIES AND WE COVER THIS
TOPIC AND A COUPLE OF OUR
TRAININGS THAT WE OFFER, ONE OF
WHICH IS REALLY A HIRING
TRAINING. UM REALLY INFORMING
EMPLOYERS THAT THERE IS A
SIGNIFICANT IMPORTANCE WHEN
YOU'RE LOOKING AT YOUR WORKFORCE
ABOUT REPRESENTATION, WHICH
INCLUDES WORKERS WITH
DISABILITIES. IF YOU DO HAVE AN
APPLICANT WITH A DISABILITY
UNDERSTANDING WHAT
ACCOMMODATIONS ARE YOUR LEGAL
OBLIGATIONS FOR THE INTERACTIVE
PROCESS, WHICH HAS BEEN TALKED A
LOT ABOUT TODAY AND TODAY'S
HEARING. WE ALSO HAVE TRAININGS
ABOUT LIFE CYCLE OF EMPLOYMENT
OF WHAT HAPPENS IF YOU HAVE A
WORKER WHO, DURING THEIR
EMPLOYMENT NOW COMES TO YOU
SAYING THAT THEY NEED AN
ACCOMMODATION, YOU BECOME AWARE
THAT ACCOMMODATION MAY BE
NECESSARY. I MEAN, WE ACTUALLY
ARE IN THE PROCESS OF DEVELOPING
AN ENTIRE WEBINARS SIMPLY
DEDICATED TO THE INTERACTIVE
PROCESS AND ACCOMMODATIONS,
WHICH WILL BE AVAILABLE IN THE
SPRING. SOME OF THE BEST
PRACTICES THAT WE REALLY TALKED
ABOUT WITH. OUR MEMBERS ARE
DEVELOPING UNIFORM POLICIES AND
THEN ALSO TRAINING WHEN I WAS
WORKING AT A LAW FIRM ON THIS
ISSUE, A LOT OF WHAT I SAW WAS
SOMETIMES SUPERVISORS ARE REALLY
NOT TRAINED IN. YOU KNOW WHAT IT
MEANS FOR A WORKER TO MAYBE HAVE
A SPECIFIC DISABILITY. WHAT DOES
IT MEAN TO GO THROUGH THE
INTERACTIVE PROCESS? WHAT DOES
IT MEAN TO DO THAT
INDIVIDUALIZED ASSESSMENT TO
LOOK AT THAT WORKERS JOB? SO WE
REALLY IMPART ON OUR MEMBERS.
JUST HOW IMPORTANT THAT TRAINING
OF YOUR SUPERVISORS IS, AND THEN
ALSO HOW TO INVOLVE HR SO THAT
WE CAN INTERACTIVE PROCESS COMES
UP. WE ARE HAVING YOU KNOW A
TIMELY PROCESS. WE ARE MAKING
SURE THAT WE ARE GETTING THAT
PERSON TO WORK WITH THE
ACCOMMODATION THEY NEED AS SOON
AS POSSIBLE. WE ALSO HAVE AS I
MENTIONED OUR LABOR LAW HOTLINE,
AND THAT IS RUN BY ATTORNEYS WHO
HAVE BOTH REPRESENTED EMPLOYERS.
BUT ALSO EMPLOYEES AND THEIR
PRIOR CAREERS IS ALL AS WELL AS
PRIOR STATE WORKERS. UM, IN THE
LAST SIX MONTHS, I PULLED OR
CALLS WE RECEIVED ABOUT 253
DISABILITY RELATED QUESTIONS
THAT WAS ACTUALLY ONE OF THE TOP
CATEGORIES OF QUESTIONS THAT WE
DO RECEIVE SECOND, REALLY ONLY
TWO SITUATIONS SURROUNDING WAGE
AND HOUR IN TERMINATION. I MEAN,
THAT'S SPECIFIC TO WHAT OUR
MEMBERS DO. UM I JUST WANT TO
HIGHLIGHT OF A COUPLE OF THE
BEST PRACTICES THAT ARE MEMBERS
ARE TRYING TO WORK ON TO REALLY
IMPROVE THEIR ABILITY TO HIRE
AND RETAIN WORKERS WITH
DISABILITIES. UM WON A LOT OF
WHAT WE'RE SEEING IS DEVELOPMENT
OF HAVING WITHIN HIRING
COMMITTEES GROUPS THAT ARE
DEDICATED SOLELY TO MAKING SURE
THAT WE ARE HIRING WORKERS WITH
DISABILITIES. UM AND THAT WE ARE
PREPARING THEM ONCE THEY ARE
HIRED WITH SOMEONE LIKE A MENTOR
, WHO MAY, UM, WHETHER THEY HAVE
THAT SAME DISABILITY OR THEY ARE
KNOWLEDGEABLE AND THAT SPACE TO
HELP THEM FEEL WELCOME AND
COMFORTABLE. UM ONE OF OUR
MEMBERS ACTUALLY STARTED REALLY
REVIEWING DATA AND THEY SHARED
WITH ME THAT IN THE FIVE YEARS
IN WHICH THEY HAVE STARTED TO
REALLY FOCUS AND REVIEWED DATA
ON THE NUMBER OF INDIVIDUALS
WITH DISABILITIES THAT THEY
HIRE, AND THEY'VE ACTUALLY
DOUBLED THE NUMBER OF WORKERS,
UM AND SO JUST MOVING ON TO
BARRIERS AND SOLUTIONS. UM I
KNOW IT'S REALLY DIFFICULT KIND
OF IN THIS SPACE TO TALK ABOUT
SPECIFIC LEGISLATIVE SOLUTIONS.
SO WHAT I REALLY WANTED TO TALK
ABOUT IS THINGS TO KIND OF KEEP
IN MIND AS YOU ARE EXPLORING
LEGISLATION. IT'S BEEN MENTIONED
A LOT THAT THESE REALLY ARE CASE
BY CASE DETERMINATIONS. YOU KNOW
INDIVIDUAL WORKERS THEIR
INDIVIDUAL POSITION, BUT THEN
ALSO WHAT IMPACT WILL THAT
ACCOMMODATION HAVE ON OTHER
WORKERS? FOR EXAMPLE, WE GET A
LOT OF QUESTIONS ABOUT, YOU
KNOW, SERVICE ANIMALS OR NEED TO
HAVE SPECIFIC OFFICES AND STUFF.
WHAT DOES THAT MEAN? OR DIVIDING
UP WORKLOAD? WHAT DOES THAT MEAN
FOR OTHER WORKERS? ALSO THE
ISSUE RELATED TO PRIVACY. WE GET
A LOT OF QUESTIONS FROM MEMBERS
WHERE THEY RECOGNIZE THAT MAYBE
SOMEONE IS HAVING A PERFORMANCE
ISSUE, THEY MAY THINK AN
ACCOMMODATION WOULDN'T BE
NECESSARY. THEY DO NOT WANT TO
BREACH PRIVACY, AND THEY ALSO DO
NOT WANT TO PUT THE WATER WORKER
ON THE SPOT TO TALK ABOUT
SOMETHING THAT THEY MAY NOT WANT
TO TALK ABOUT. SO HOW DO WE
BALANCE THAT? AND THEN I KNOW
METAPHOR. MEDICAL CERTIFICATION
HAS BEEN BROUGHT UP A LOT. WE DO
ALSO SOMETIMES HAVE ISSUES THERE
AGAIN RELATED TO PRIVACY. NOT
WANTING TO PRIOR ASK QUESTIONS
THAT WE SHOULDN'T BUT THEN ALSO,
SOMETIMES WE GET VAGUE
INSTRUCTIONS FROM THE MEDICAL
PROVIDERS, AND THAT MAKES IT
DIFFICULT DRAWS OUT THE PROCESS.
UM AND AGAIN DUE TO PRIVACY
CONCERNS WERE NOT REALLY ABLE TO
HAVE A DIRECT COMMUNICATION WITH
THE MEDICAL PROVIDER. UM AND SO
REALLY MAKING SURE THAT IF WE
ARE SEEKING OUT THAT
CERTIFICATION, IS THERE A WAY TO
ENSURE THAT WE ARE GETTING VERY
SPECIFIC INSTRUCTIONS, SO WE'RE
NOT RISKING WORKERS' SAFETY
SPECIFICALLY IF THERE IS A
PHYSICAL DISABILITY, AND IT MAY
LIMIT THE AMOUNT NOT THAT THEY
CAN CARRY THAT. THEY CAN PULL
PUSH. WHAT HAVE YOU FOR JOBS
THAT INVOLVE THAT? THANK YOU.
THANK YOU. NEXT WE HAVE HEATHER
SWEENEY. SHE'S TESTIFYING
REMOTELY. HERE. THERE YOU HAVE
IT. OKAY WONDERFUL. UH, YOU'RE
CUTTING OUT.
ARE YOU THERE?
HEATHER. OKAY I THINK WE'RE
HAVING SOME TECHNICAL ISSUES.
I'M GONNA GO AHEAD AND CALL ON
LORI RODRIGUEZ AS WE FIGURE OUT
AND HEATHER WILL COME BACK TO
YOU. OKAY THANK YOU, MADAM CHAIR
. GOOD AFTERNOON TO YOU AND THE
COMMITTEE. I'M LORI RODRIGUEZ,
THE DIRECTOR OF SPREADS, PEOPLE,
SERVICES AND STRATEGIES AND
HAPPY TO BE HERE TODAY WITH AN
EMPLOYER'S VIEW ON OUR
DISABILITY HIRING PROGRAM. WE
HAVE A COUPLE OF SLIDES AS WE GO
THROUGH OUR INFORMATIONAL
SESSION TODAY. NEXT SLIDE,
PLEASE. FOR TODAY'S
INFORMATIONAL HEARING ALL SHARE
SOME OF THE KEY POINTS THAT THAT
WE COVER IT. SMUD AS PART OF OUR
PROGRAM, UM, A LITTLE BIT ABOUT
OUR HIRING DISABILITY PROGRAM
AND THE INCLUSIVENESS OF IT. UM
I ALSO THINK AS WE'VE HEARD
TODAY, SOME BARRIERS ARE IN ARE
RELEVANT TO TALK ABOUT NOT ONLY
THOSE BARRIERS BUT SOME
POTENTIAL SOLUTIONS THAT
EMPLOYERS ARE TRYING ONE OF
WHICH SMUD IS IMPLEMENTING TO
ADDRESS THESE BARRIERS, BOTH
FROM A PUBLIC AND PRIVATE SECTOR
EMPLOYERS. AND FINALLY, UM, GO
OVER THE WAY FOR EMPLOYERS TO
BEGIN, ALTHOUGH SMALL IF THEY
HAVE NOT EXPLORED IN THIS AREA,
I THINK COLLECTIVELY AS WORK IS
BEING DONE, DISCUSSED AND
EXPLORED AT THE STATE LEVEL AS
YOU ALL ARE DOING TODAY HAVING
EMPLOYERS BEING PART OF THAT
SOLUTION AND SIMULTANEOUSLY TAKE
ACTIONS IS EXTREMELY IMPORTANT
TO OUR SOCIETY AND WHAT WE'RE
ALL COLLECTIVELY TRYING TO
ACHIEVE. NEXT SLIDE, PLEASE.
JUST A LITTLE BIT ABOUT SMUD
WORK COMMUNITY OWNED NOT FOR
PROFIT ORGANIZATION, PROVIDING
ELECTRICAL SERVICES TO
APPROXIMATELY 645,000 CUSTOMERS
ARE CUSTOMERS OUR COMMUNITIES,
OUR PARTNERS ARE REALLY AT THE
HEART OF WHAT WE DO AND BY GOING
ZERO CARBON BY 2030. WELL, WE'RE
HELPING TO CREATE A CLEANER AND
HEALTHIER REGION FOR ALL. WITH
OUR DISABILITY RECRUITING
PROGRAM. WE'RE ALSO LOOKING AND
ACHIEVING SOME INCREASED
DIVERSITY. UM WE ALSO ARE A
SPECIAL DISTRICT AND AS SUCH, WE
ADHERE TO CIVIL SERVICE RULES,
WHICH GOVERNED SEVERAL OF OUR
EMPLOYMENT PRACTICES, AND THOSE
ARE PERTINENT TO TODAY'S TOPIC,
UM, OF OUR DISABILITY HIRING
PROGRAM. NEXT SLIDE, PLEASE. AS
SEVERAL OF OUR SPEAKERS THIS
AFTERNOON ATTESTED TO ITS WELL
KNOWN AND RESEARCH CONTINUES TO
SHOW THAT COMPANIES AND
EMPLOYERS THAT EMBRACE DIVERSITY
AND INCLUSION IN ALL ASPECTS OF
THEIR BUSINESS TO STICKLEY
OUTPERFORM THEIR PEERS. THE
ABILITY TO ATTRACT ENGAGED
PEOPLE OF ALL BACKROOM CULTURES,
AGES AND TYPES IS ESSENTIAL TO
THE SUCCESS OF ANY ORGANIZATION
SO FOCUSING ON DIVERSITY AND
INCLUSION AND A DISABILITY
HIRING PROGRAM, NOT JUST THE
RIGHT THING TO DO WHICH WE'VE
HEARD TODAY, BUT IT'S THE SMART
THING TO DO IN 2013. WE BEGAN
IDEATION ON HOW WE COULD FURTHER
ADVANCED DISABILITY HIRING AT
OUR ORGANIZATION. AT THAT TIME
WE BECAME A MEMBER OF THE
NORTHERN CALIFORNIA BUSINESS
ADVISORY COUNCIL THAT WAS
ESTABLISHED IN 2015, WHICH THAT
GROUP PROVIDES GUIDANCE AND
SUPPORT FOR QUALIFIED APPLICANTS
WITH DISABILITIES INTO THE
WORKFORCE. UM AS A GROUP OF
EMPLOYERS, WE MET REGULARLY TO
FIND WAYS TO INCREASE THE HIRED
HIRING OF DISABLED INDIVIDUALS.
OVER THE YEARS WE'VE BEEN ABLE
TO HIRE INDIVIDUALS WITH
DISABILITIES THROUGH THIS
PARTICULAR PROGRAM SPANNING
MULTIPLE SMUD BUSINESS UNITS.
THAT'S GENERATION MANAGEMENT,
FINANCIAL SERVICES, OR I T
FUNCTION, IMAGE PRODUCTION AND
POSTAL SERVICES FACILITIES OR
HUMAN RESOURCES OR PEOPLE,
SERVICES AND STRATEGIES, WHICH
IS THE ORGANIZATION I OVERSEE.
NEXT SLIDE, PLEASE. AS I
MENTIONED SMITH IS A SPECIAL
DISTRICT AND WE ADHERE TO OUR
CIVIL SERVICE ROLES. UM AND WITH
THAT, UM, FOR EXAMPLE, WE ARE
REQUIRED TO UTILIZE A
COMPETITIVE SELECTION PROCESS.
UM WHICH SOMETIMES INCLUDES
EXAMINATION AND WE ENGAGE EARLY
REGARDING REASONABLE
ACCOMMODATION NEEDS FOR ANY OF
OUR EXAMINATIONS THAT MAY BE IN
PLACE. UM. WITH THE HIRING
DISABILITY PROGRAM. WE UTILIZE
OUR CASUAL POSITIONS INITIALLY
FOR THE DISABILITY HIRING
PROGRAM AND THAT IS SERVING AS A
GOOD WAY FOR US TO MOVE FORWARD.
WE ALSO INVOLVED A COACH, UM,
FOR INDIVIDUALS THAT COME IN.
AND WE ALSO WORK DIRECTLY WITH
THE SUPERVISOR IN THE TEAM ON
ANY SPECIAL NEEDS THAT AN
INDIVIDUAL MAY HAVE NEXT SLIDE,
PLEASE. WE PARTNER WITH, UM
LOCAL ORGANIZATIONS, SO THAT
TOGETHER WE CAN BOTH HAVE A
COACH. WE CAN DO THE TRAINING
THAT IS NEEDED FOR THE
SUPERVISOR. WE CAN ALSO MAKE
SURE THAT IN ADVANCE WE HAVE
MONEY IN THE BUDGET AND FOR ONE
YEAR THE, UM THE FUNDING FOR THE
HIGHER IS PAID OUT OF THE HUMAN
RESOURCE BUDGET. AND AFTER A
YEAR, THEN THE DEPARTMENT THAT
CONTINUES TO HAVE THE NEED FUNDS
THE HIGHER AND IT HAS BEEN VERY,
VERY SUCCESSFUL. UM THE LAST
ITEM I WOULD LIKE TO ALSO POINT
OUT TO EMPLOYERS. IS TO NOT ONLY
USE THE SERVICES THAT ARE
AVAILABLE, BUT ENGAGE THE
SUPERVISOR AND BE SURE TO MARKET
THE SUCCESSES OF THE PROGRAM.
AND IT IS INCREDIBLE WHEN YOU
TAKE A LOOK. WE HAVE A VIDEO. I
DON'T HAVE IT WITH ME TODAY, BUT
THE INDIVIDUALS THAT HAVE COME
INTO OUR PROGRAM AND THEIR
TESTIMONY AH, WHAT A LIFE
CHANGER. IT HAS BEEN, ALTHOUGH
IT'S ONE INDIVIDUAL AT A TIME.
WE'VE HEARD A LOT ABOUT CASE BY
CASE. UM COLLECTIVE, WE CAN HAVE
MUCH SUCCESS SO HAPPY TO ANSWER
ANY QUESTIONS IN REGARDS TO OUR
PROGRAM AND HAPPY TO PARTICIPATE
TODAY. THANK YOU SO MUCH. UM
HEATHER, UM SWEENEY, LET'S TRY
AGAIN. CAN YOU HEAR ME? MADAM
CHAIR? YES, I CAN. I DIALED IN
MADAM CHAIR COMMITTEE MEMBERS.
THANK YOU FOR HAVING ME
APOLOGIZE FOR THE AUDIO. UM I'M
A WHITE FEMALE WITH LONG, DARK
BROWN HAIR WEARING A BLACK
JACKET AND A CORAL BLOUSE AND I
USE PRONOUNS. SHE HER? YES, I'M
VERY PROUD TO SAY I WORK FOR
SENT INC. WHICH YOU KNOW IS HELP
NETS, THE LARGEST MEDICAID
MANAGED CARE ORGANIZATION IN THE
U. S. WHERE OUR MISSION IS TO
TRANSFORM THE HEALTH OF THE
COMMUNITIES. WE SERVE ONE PERSON
AT A TIME. OUR WORKPLACE
ACCOMMODATION TEAM MISSION
ALLIANCE WITH JUST THAT WE HAVE
PROVIDED A SOLUTIONS THAT REMOVE
BARRIERS PRESENTED IN THE
WORKPLACE CALLED BY THE
LIMITATIONS OF THE DISABILITY.
WE WORKED TO ENHANCE PERFORMANCE
AND PRODUCTIVITY FOR INDIVIDUALS
WITH DISABILITIES AND DEVELOP
KNOWLEDGE FOR OUR EMPLOYEES. YOU
CAN GO TO THE NEXT SLIDE. WHICH
CONSISTS OF REGISTERED NURSES,
PROVIDER, LIAISON COMMUNITY
HEALTH WORKERS AND CUSTOMER
SERVICE AGENTS TO NAME A FEW.
OUR PURPOSE IS TO PROVIDE
EMPLOYEES WITH DISABILITIES
OPPORTUNITY TO BE PRODUCTIVE AND
SUCCESSFUL, SENDING THEM BOYS
WHO CAN CONTRIBUTE TO THEIR
BUSINESS UNIT OPERATION AND
COMPANIES OVERALL MISSION. OUR
VISION IS TO PROVIDE WORLD CLASS
SERVICE EXPERIENCE TO OUR
BUSINESS UNITS AND OUR EMPLOYEES
SEEKING ACCOMMODATIONS WHILE
NAVIGATING THE MOST EFFECTIVE
AND EFFICIENT PROCESSES. HOW ARE
WE DOING THAT? SINCE THE
INCEPTION OF THE TEAM IN 2019,
WE'VE CENTRALIZED OUR WORKPLACE
ACCOMMODATION TEAM WHICH REALLY
SETS US APART. WE HAVE GROWN TO
A TEAM OF 13, INCLUDING A
COMBINED 100, PLUS YEARS OF
EXPERIENCE. WE HAVE A LICENSE
ERGONOMICS. SPECIALIZED SKILLS
AND ABSENCE MANAGEMENT PROJECT
MANAGEMENT, HEALTH CARE
ADMINISTRATION, HUMAN RESOURCES,
ACCOMMODATIONS AND TRAINING. WE
HAVE A FORMAL INTERACTIVE
PROCESS DESIGNED TO TRULY MEET
THE EMPLOYEES WHERE THEY ARE AND
DETERMINE WHAT ACCOMMODATIONS
WILL REMOVE THEIR BARRIERS WHILE
ALLOWING THEM TO BE FULLY
PRODUCTIVE IN THEIR ROLES.
INCEPTION IN MID 2019 WE HAVE
REBOOT REVIEWED AND APPROVED
OVER 25,000 ACCOMMODATIONS. AS
WE CONTINUE THIS JOURNEY, THE
WORKPLACE ACCOMMODATION TEAM HAS
CREATED ACCOMMODATIONS LANDING
PAGE ON OUR EMPLOYEE INTERNET
SITE THAT PROVIDES BOTH
EMPLOYEES AND PEOPLE LEADERS THE
ABILITY TO UNDERSTAND WHAT WHAT
THE A D A MEANS. WHAT IS THE
DEFINITION OF A DISABILITY? WHAT
IS A REASONABLE ACCOMMODATION?
IT EXPLAINS IN DETAIL WHAT AN
EMPLOYEE REQUESTING
ACCOMMODATION SHOULD EXPECT
THROUGHOUT THE ENTIRE PROCESS.
BUT THE PEOPLE LEADERSHIP EXPECT
AND THEIR ROLE IN THAT PROCESS.
17 HAS SUPPORTED EMPLOYEE
INCLUSION GROUPS LIKE ABILITY
WHOSE MISSION IS TO SUPPORT AND
BRING NECESSARY AWARENESS TO
EMPLOYEES WITH DISABILITIES AND
CAREGIVERS TO BETTER ENABLE AN
EMPLOYEE'S ABILITY TO REACH
THEIR FULL POTENTIAL IN THE
WORKPLACE AND TO EMPOWER ALLIES
TO HELP CREATE A SAFE SPACE
WHERE THEY CAN THRIVE. THE
ABILITY NETWORK WORKS TO
CHALLENGE STEREOTYPES AND STIGMA
ASSOCIATED WITH PEOPLE WITH
DISABILITIES AND CAREGIVERS. IT
EXPANDS DISABILITY CULTURAL
COMPETENCY THROUGHOUT THE
ORGANIZATION WITH A FOCUS ON
EDUCATION, ENGAGEMENT
ACCESSIBILITY. TALENT
ENHANCEMENT AND COMMUNITY
INVOLVEMENT IN ORDER TO DRIVE
ENGAGEMENT AND PERFORMANCE.
THEIR VISION IS MAXIMIZING
COMMUNITIES THROUGH REALIZING
POTENTIAL OF ALL PEOPLE LIVING
WITH OR SUPPORTING SOMEONE WITH
A DISABILITY. OUR EMPLOYEE
INCLUSION GROUP ULTIMATELY
STRIVES FOR UNIVERSAL
ACCESSIBILITY FOR ALL EMPLOYEES,
MOST RECENTLY, OUR WORKPLACE
ACCOMMODATION TEAMS ATTENDED A
MONTHLY ABILITIES MEETING WHERE
WE SHARED INFORMATION ABOUT THE
ACCOMMODATION PROCESS. AND
PROVIDED AN OPPORTUNITY FOR
QUESTIONS. WE ARE PRIORITIZING
THE NEEDS OF PEOPLE WITH
DISABILITIES AND AIMING TO
ENSURE THAT INDIVIDUALS CAN
FULLY PARTICIPATE IN THAT
INTERACTIVE PROCESS. AT ANY TIME
. AN APPLICANT OR EMPLOYEE
INDICATES THEY HAVE A NEED FOR
AN ACCOMMODATION. THE WORKPLACE
ACCOMMODATION TEAM INITIATES THE
INTERACTIVE PROCESS, WHICH
INCLUDES A MEDICAL REVIEW OF
DOCUMENTATION IF WARRANTED, AND
THE CONDUCTING OF AN INTERACTIVE
DIALOGUE TO DETERMINE WHAT
REASONABLE ACCOMMODATION WILL
REMOVE THE IDENTIFIED BARRIERS.
REGARDLESS OF THE EMPLOYEE OR
CANDIDATE'S ABILITIES, ENSURING
CENTENE IS ACCESSIBLE TO THE
GREATEST NUMBER OF PEOPLE
POSSIBLE IS TRULY OUR GOAL. THE
OPTION OF ACCESSIBILITY IS THERE
WITH OR WITHOUT AN ACCOMMODATION
. A CURRENT EXAMPLE IS OUR WORK
WITH FACILITIES AND OUR TALENT
HUB PROJECT WHERE WE ENSURE OUR
FACILITIES HAVE A SELECTION OF
FULLY ACCESSIBLE WORKSTATION AS
EMPLOYEES WHO NEED TO RETURN
INTO THE OFFICE LOCATIONS. WHEN
WE HAVE TAKEN AN INCLUSIVE
DESIGN INVOLVING PEOPLE WITH
DISABILITIES TO ENSURE THEIR
NEEDS AND PERSPECTIVES ARE
CONSIDERED SPECIFICALLY IN THE
TECHNOLOGY SPACE. ONGOING
PARTNERSHIPS. SO WE HAVE A
DEDICATED THIS TECHNOLOGY TEAM
THAT WORKS WITH OUR TEAM HAND IN
HAND. THEY SUPPORT FINDING THE
LATEST AND GREATEST EQUIPMENT
COMPATIBLE WITH SENSING
TECHNOLOGY. AT TIMES WE'VE HAD
TO GIVE THEM SOME VERY
COMPLICATED THINGS TO SOLVE FOR,
AND THEY SHOW UP WITH SOLUTIONS
EACH TIME SYSTEMS LIKE DRAGON
SPEECH TO TEXT, WHICH PROVIDES
EMPLOYEE THAT MAY NOT HAVE USE
OF THEIR HANDS OR INABILITY TO
TAKE THE OPPORTUNITY TO SPEAK,
TAXED INTO OUR SYSTEMS. JAWS JOB
ACCESS WITH SPEECH ALLOWS FOR AN
EMPLOYEE THAT MAY BE BLIND THE
ABILITY TO HEAR THE WORDS ON THE
SCREEN VERSUS READING THEM AND
FUSION ZOOM TEXT WITH JOBS ARE
JUST SOME OF THE SYSTEMS THEY
SPECIALIZE IN. NOT ONLY WOULD
DETERMINE COMPATIBILITY, BUT THE
ONGOING HANDS ON SUPPORT. THEY
PROVIDE OUR EMPLOYEES UTILIZING
THE SOFTWARE HAS A GROWTH IN
THIS AREA AS WE CONTINUE TO GET
IN FRONT OF SYSTEM DEPLOYMENTS
AND UPGRADES THAT POTENTIAL
REALLY IMPACT OUR EMPLOYEES
USING ASSISTIVE TECHNOLOGY. MOST
RECENTLY WE HAD THE PRIVILEGE OF
SPOTLIGHT OR DISABILITY
INCLUSION EFFORTS IN THE
WORKPLACE ACCOMMODATION SPACE
WITH EARN EMPLOYER ASSISTANCE
AND RESOURCES NETWORK WHOSE ROLE
IS TO HELP EMPLOYERS, HUMAN
RESOURCE PROFESSIONALS AND THE
UNITED STAFF. UH FIND RESOURCES
THEY NEED TO RECRUIT, HIRE AND
RETAIN AND ADVANCED PEOPLE WITH
DISABILITIES AND FINALLY
SCENTING VERY OWN. NATIONAL DIS
ABOUT DISABILITY ADVISORY CANCEL
COMPRISED OF NATIONAL LEADERS
AND DISABILITY ADVOCACY WHO WORK
ON ENTERPRISE WIDE.
RECOMMENDATIONS AND INITIATIVES.
THAT ADVANCED DISABILITY,
INCLUSION IN SENTENCES,
WORKFORCE AND PRODUCT OFFERINGS
IN OUR HEALTHCARE SOLUTIONS.
WITH THAT I'LL CONCLUDE AND
WOULD BE HAPPY TO ANSWER ANY
QUESTIONS. THANK YOU SO MUCH,
AND I'M GLAD WE WERE ABLE TO FIX
THE TECHNICAL ISSUES. I WILL NOW
OPEN IT UP FOR QUESTIONS OR
COMMENTS FROM COMMITTEE MEMBERS.
NONE. BUT. OKAY THANK YOU SO
MUCH TO OUR EMPLOYER PANELISTS
AND THANK YOU FOR EVERYTHING
YOU'RE DOING TO BE AN INCLUSIVE
PART OF THIS COMMUNITY AND
APPRECIATE YOUR TESTIMONY TODAY.
AND MOVING RIGHT ALONG. WE'RE
DOWN TO OUR FINAL PANELISTS
TODAY, WHICH WE'VE ALREADY BEEN
SORT OF TALKING ABOUT AS WE'VE
MOVED THROUGHOUT THE HOURS. HERE
WE HAVE THIS LAST PANEL IS
SOLUTIONS TO INCREASE AND
MAINTAIN ACCESSIBILITY FOR
PEOPLE WITH DISABILITIES IN THE
WORKPLACE. AND HERE TODAY WE
HAVE JOE XAVIER, DIRECTOR OF THE
DEPARTMENT OF REHABILITATION WE
ALSO HAVE BRIAN WINFIELD, CHIEF
DEPUTY DIRECTOR OF THE
DEPARTMENT OF A DEVIL, UM,
DEVELOPMENTAL SERVICES. ERIC
STEWART, DIRECTOR OF WORK SKILLS
AND HARRISON LANE,
TRANSFORMATIVE, AUTISM PROGRAM
COORDINATOR. THANK YOU FOR BEING
HERE TODAY. YES, JOE, YOU ARE
FIRST. AH! NO. NOW FIGURE IT
OUT. THANK YOU. FIRST OF ALL,
JUST GOOD AFTERNOON TO CHAIR TO
THE MEMBERS. THANK YOU FOR THE
OPPORTUNITY TO BE HERE TODAY AND
SHARE INFORMATION WITH YOU ON
THE EMPLOYMENT OF PEOPLE WITH
DISABILITIES. UM I AM AN
INDIVIDUAL THAT DISABILITY UM I
AM BLIND. I HAVE BENEFITED.
PERSONALLY AND PROFESSIONALLY
FROM THE SERVICES THAT OUR
DEPARTMENT PROVIDES. BUT MORE
IMPORTANTLY, THE OPPORTUNITY TO
BE AT WORK TO PROVIDE FOR MY
FAMILY AND TO LIVE IN COMMUNITY
OF CHOICE. UM AND HAVE THE
OPPORTUNITY TO CONTRIBUTE TO MY
COMMUNITY, SO I JUST WANTED TO
RESPOND TO THE TO THE TOPICS
THAT WE WERE ASKED TO SPEAK TO
LET ME START WITH UM, WHAT DOES
THE DEPARTMENT OF REHABILITATION
WHAT ARE THE SERVICES THAT WE
PROVIDE, AND WE PROVIDE SERVICES
TO INDIVIDUALS WITH
DISABILITIES. ANYONE THAT HAS A
QUALIFYING DISABILITY THAT IS
SEEKING EMPLOYMENT ACROSS THE
DISABILITY, SO THAT INCLUDES A
CENTURY SENSORY DISABILITIES
LIKE BLINDNESS AND DEAFNESS,
COGNITIVE DISABILITIES, PHYSICAL
DISABILITIES, LEARNING
DISABILITIES, MENTAL HEALTH
DISABILITIES, BOTH VISIBLE AND
INVISIBLE DISABILITIES. ALL OF
THE SERVICES THAT WE PROVIDE OUR
TO EITHER GET A JOB. TO KEEP A
JOB OR TO ADVANCE IN THE JOB
THAT AN INDIVIDUAL MAY HAVE. AND
THAT COULD INCLUDE COUNSELING
AND GUIDANCE FOR MYSELF AS A
BLIND PERSON WHO COULD USE
INCLUDE ORIENTATION AND
MOBILITY. IT COULD INCLUDE
CUSTOMIZED EMPLOYMENT FOR
INDIVIDUALS WHO NEEDED THAT WAS
MENTIONED EARLIER. AND THE
SERVICES THAT WE START. PROVIDE
THE SERVICES THAT WE START
PROVIDING AT THE AGE OF 16 FOR
YOUTH WITH DISABILITIES. UM THAT
INCLUDES CAREER EXPLORATION
COUNSELING, WORK BASED LEARNING
EXPERIENCES, POSTSECONDARY
EDUCATION COUNSELING, UM, AND
THE RANGE. WE ALSO PROVIDE WORK
BASE. UM PLEASE, UM, READINESS
FOR THE INDIVIDUAL AND
INSTRUCTION AND SELF ADVOCACY.
WE ALSO PROVIDE SERVICES TO THE
BUSINESS COMMUNITY. WE PROVIDE
THE TALENT, UM, FOR MEETING
THEIR WORKPLACE NEEDS. WE
PROVIDE ASSISTANCE WITH
RECRUITMENT, TRAINING AND
SUPPORT TO CREATE A SUPPORTIVE
WORKPLACE FOR THE INDIVIDUALS
WITH DISABILITIES. ONGOING
SUPPORT TO THEM FOR THOSE
INDIVIDUALS THAT HAVE A
DISABILITY IN THE WORKPLACE. AND
WHOSE CIRCUMSTANCES MAY CHANGE
OR INDIVIDUALS THAT ACQUIRE
DISABILITY WHILE IN THE
WORKPLACE. WE ALSO PROVIDE
INDEPENDENT LIVING SERVICES TO
SUPPORT INDIVIDUALS LIVING IN
THEIR COMMUNITY OF CHOICE,
KEEPING THEM FROM BECOMING
INSTITUTIONALIZED AND THOSE WHO
ARE INSTITUTIONALIZED FASHION
TRANSITION THEM BACK INTO THE
COMMUNITY. ALL OF THE WORK THAT
WE DO IS DONE THROUGH
PARTNERSHIPS AT THE STATE LEVEL,
UM AT THE LOCAL LEVEL WITH
WORKFORCE PARTNERS AND WITH
COMMUNITY BASED ORGANIZATIONS,
UM SO EVERYTHING THAT WE DO
HAPPENS BOTH AT THE STATE LEVEL
AND AT THE LOCAL LEVEL. WHAT ARE
EXISTING PROGRAMS THAT CAN BE
USED TO PROVIDE SERVICES TO
INDIVIDUALS WITH DISABILITIES
LOOKING FOR EMPLOYMENT? UM AS I
MENTIONED THE SERVICES AND
PROGRAMS THAT ARE PROVIDED
THROUGH THE DEPARTMENT OF
REHABILITATION. MY COLLEAGUE,
BRIAN. WE'LL TALK ABOUT SERVICES
DEPARTMENT DEVELOPMENTAL
SERVICES PROVIDES, UM AND WE
HAVE PROGRAMS AND SERVICES THAT
ARE PROVIDED THROUGH THE
WORKFORCE SYSTEM, INCLUDING
AMERICA'S JOB CENTERS HERE IN
CALIFORNIA. PROGRAMS UM,
PROVIDED THROUGH THE HIGHER
EDUCATION SYSTEM. UM AND THEY'VE
BEEN THROUGH OR KELLY CHAR. THE
LIMITED EXAMINATION APPOINTMENT
PROGRAM WAS ONE SUCH PROGRAM
THAT THEY PROVIDE THE SUPPORT
SPECIFICALLY INDIVIDUALS WITH
DISABILITIES. WHAT ARE
SUGGESTIONS FOR POLICY
CONSIDERATIONS? UM. ONE CAN'T
JUST SOME AREAS THAT ARE REALLY
IMPORTANT TO ON THE POLICY AREA
FOR INDIVIDUALS WITH
DISABILITIES GETTING INTO THE
WORKFORCE. ONE OF THE LARGEST
BARRIER. THAT OUR YOUTH WITH
DISABILITIES FACE AND FRANKLY,
EVEN ADULTS WITH DISABILITIES
FACE IS HAVING GROWN UP WITH
LITTLE TO NO EXPECTATION THEY
WOULD EVER GO TO WORK, RIGHT? NO
EXPOSURE. UM AND REALLY NO
ABILITY TO HAVE BELIEVED THAT
THEY COULD GO TO WORK AND DOES
DEVELOP THAT SKILL SET THAT A
CHILD DEVELOPS AS THEY PROGRESS
INTO THE WORKING AGE. UM THE
STIGMA THAT IS ATTACHED TO, UH
TO DISABILITY IS HUGE BARRIER TO
EMPLOYMENT ACROSS THE WHOLE OF
SOCIETY. IT'S PREVALENT IN ALL
OF OUR SYSTEMS EDUCATION SYSTEM
WORKFORCE SYSTEM. UM AND MANY
OTHERS. ALL OF THE SYSTEMS,
FRANKLY. AND SO BEING ABLE TO
ADDRESS THAT STIGMA GOES A VERY
LONG WAY TO CREATING MEANINGFUL
SUSTAINABLE EMPLOYMENT
OPPORTUNITIES. AS MENTIONED IN A
NUMBER OF OTHER PANELS. UM THE
DISINCENTIVE THAT IS CREATED BY
THE PUBLIC ASSISTANCE SYSTEM FOR
INDIVIDUALS TO RETURN TO WORK
FOR INDIVIDUALS WITH VERY
SIGNIFICANT DISABILITIES. THERE
IS NO MIDDLE CLASS. YOU EITHER
HAVE TO BE VERY POOR TO BENEFIT
FROM PUBLIC ASSISTANCE OR JUMP
RIGHT INTO THE UPPER CLASS TO BE
ABLE TO AFFORD. TO SUPPORT THAT
YOU MAY NEED AND MAKE A JOURNEY
LIVING WAGE TO SUSTAIN YOURSELF.
AND THEN, OF COURSE,
INCREASINGLY ALIGNED THE CAREER
PATHWAYS, UM, TO GET INDIVIDUALS
INTO EMPLOYMENT, AND THUS THE
ISSUANCE OF THE EXECUTIVE ORDER
BY THE GOVERNOR OF THIS PAST
AUGUST FOR A PLAN TO BETTER
ALIGN ALL OF THESE PROGRAMS AND
CAREER, UM, EDUCATION CAREER
PATHWAYS INTO EMPLOYMENT. AND
THEN, OF COURSE, THE IMPORTANCE
OF ADDRESSING THE MYTHS. UM, AND
THE MISPERCEPTIONS THAT ARE
SURROUNDING INDIVIDUALS WITH
DISABILITIES IN THE WORKPLACE,
SUCH AS THE COST OF THE
ACCOMMODATIONS THAT'S BEEN
ALLUDED TO RECENTLY IN ONE OF
THE PRIOR SPEAKERS. AND REALLY
HELP THEM UNDERSTAND WHAT THE
VALUE AND THE TALENTED
INDIVIDUALS WITH DISABILITIES
NOT ONLY HAVE BUT BRING TO THAT
WORKPLACE AND HELP THAT BUSINESS
DELIVER THEIR PRODUCTS THEIR
SERVICES CONTRIBUTE TO THEIR
BOTTOM LINE. SO I ALSO WAS ASKED
ABOUT WHAT'S OUR HIRING
PRACTICES? AND HOW DO WE WORK
WITH OTHER DEPARTMENTS TO
SUPPORT THEIR HIRING PRACTICES
OF INDIVIDUALS WITH
DISABILITIES? FIRST OUR APPROACH
IT. OUR DEPARTMENT STARTS WITH A
VERY STRONG BELIEF. THAT EVERY
INDIVIDUAL DISABILITY HAS THE
TALENT OF THE POTENTIAL TO GO TO
WORK. AND SO WHEN WE'RE HIRING
THAT IS FRONT AND CENTER, AND WE
GREATLY VALUE THE LIVED
EXPERIENCES THAT INDIVIDUAL
BRINGS TO OUR ORGANIZATION. AND
THAT CREATES A CULTURE THAT
ENSURES THAT INDIVIDUALS
DISABILITIES NOT ONLY BELIEVE
THEY BELONG BUT THAT THEY ARE
WELCOME, AND THEY'RE SEEN AND
VALUED JUST LIKE ANYONE ELSE AND
THE WORK FORCE. UM AND THAT'S AN
ENVIRONMENT THAT NEEDS TO BE
SUFFICIENTLY WELCOMING SO THAT
INDIVIDUALS WITH INVISIBLE
DISABILITIES SUCH AS PERHAPS
MENTAL HEALTH FEEL BOTH WELCOME
AND INVITED TO DISCLOSE SO THEY
CAN BE APPROPRIATELY SUPPORTED
AND BE THEIR BEST SELVES. UM THE
WORKPLACE AND THEN IT ALSO
ENSURES THAT INDIVIDUALS WITH
DISABILITIES CAN SEE THEMSELVES
AT ALL LEVELS OF THE
ORGANIZATION. REPRESENTATION
MATTERS. I KNOW I BELONG WHEN I
CAN SEE SOMEONE THAT LOOKS LIKE
ME. THERE'S SIMILARLY SITUATED
TO ME AND THAT PLACE SO TO THAT
END, UM, VERY PROUD TO SAY THAT
I WOULD DEPARTMENT HAS 25 OR 30%
OF OUR WORKFORCE OR INDIVIDUALS
WITH DISABILITIES. 40% OF THE
DEPARTMENT'S LEADERSHIP SELF
IDENTIFY AS BEING INDIVIDUALS
WITH DISABILITIES SERVICES WE
PROVIDE TO SUPPORT OTHER
DEPARTMENTS. AGAIN THE TALENT TO
MEET THEIR RECRUITMENT NEEDS
TRAINING TO INCLUDE CULTURE, THE
ENVIRONMENTALLY AWARENESS AND
UNDERSTANDING OF DISABILITY IN
THE WORKPLACE. UM, TECHNICAL
ASSISTANCE TO SUPPORT THE
IDENTIFICATION AND THE PROVISION
AND DELIVERY OF REASONABLE
ACCOMMODATIONS AND IN A RANGE OF
TOOLS AND RESOURCES. SUCH AS THE
CALIFORNIA HUMAN SERVICES
AGENCIES PLAYBOOK ON HIRING
PEOPLE WITH DISABILITIES THAT
OFFERS A RANGE OF STRATEGIES TO
SUPPORT UM INDIVIDUALS IN THE
WORKPLACE AND TO GET INDIVIDUALS
AND TO THE WORKPLACE. SO I WILL
KEEP MY COMMENTS TO THAT AND
LOOK FORWARD TO A NEW QUESTIONS
YOU HAVE. OKAY THANK YOU VERY
MUCH. NEXT. WE HAVE MR WINFIELD.
THANK YOU, MADAM CHAIR AND
MEMBERS OF THE COMMITTEE. I'M
BRIAN WINFIELD, CHIEF DEPUTY
DIRECTOR WITH THE DEPARTMENT OF
DEVELOPMENTAL SERVICES. THE
DEPARTMENT PROVIDES SERVICES TO
OVER 420,000 INDIVIDUALS WITH
INTELLECTUAL AND DEVELOPMENTAL
DISABILITIES AND CALIFORNIA. THE
DEPARTMENT DOES THIS THROUGH
CONTRACTS WITH 21 PRIVATE,
NONPROFIT ENTITIES KNOWN AS
REGIONAL CENTERS. REGIONAL
CENTERS PROVIDE CASE MANAGEMENT
SERVICES AND ALSO PURCHASE
SERVICES FOR INDIVIDUALS. BASED
ON THEIR INDIVIDUAL ASSESSED
NEEDS, AND IT'S DOING SO THROUGH
THE INDIVIDUAL PROGRAM PLAN
PROCESS TO DETERMINE THE TYPES
OF INDIVIDUAL SERVICES AND
SUPPORTS THAT EACH INDIVIDUAL
NEEDS AND WANTS TO BE
INDEPENDENT. REGIONAL CENTERS
HAVE RELATIONSHIPS WITH
THOUSANDS OF SERVICE PROVIDERS
FOR WHAT WE CALL BENDERS
THROUGHOUT THE STATE, AND THE
DIRECT SERVICES TO INDIVIDUALS
ARE ACTUALLY PROVIDED BY THE
VENDORS IN CALIFORNIA. TO
HIGHLIGHT SOME OF THE SERVICE
THAT REGIONAL CENTERS PURCHASE
FOR INDIVIDUALS TO BOTH ATTAIN
AND MAINTAIN EMPLOYMENT AND THE
COMMUNITY. WE HAVE SUPPORTED
EMPLOYMENT SERVICES. THESE
SERVICES ARE PROVIDED BY
AGENCIES WHO ASSIST THE
INDIVIDUAL TO SS THEIR SKILLS
AND ABILITIES AND THEN HELP
MATCH THEM WITH AN EMPLOYER IN
THE COMMUNITY. AND THEN THESE
JOB COACHING SERVICES CAN
ACTUALLY. AND CAN BE PROVIDED IN
WHATEVER AMOUNT THAT THAT
INDIVIDUAL NEEDS. THEY CAN
PROVIDE A COUPLE OF HOURS A WEEK
ALL THE WAY UP TO BEING
AVAILABLE IN THE ENTIRE TIME
THAT THE INDIVIDUAL IS EMPLOYED.
WE ALSO HAVE WHAT WE CALL THE
EMPLOYMENT INCENTIVE PROGRAM,
AND THIS IS A PROGRAM THAT HAS
BEEN IN EXISTENCE SINCE 2016 17,
WHERE SERVICE PROVIDERS
RECEIVING INCENTIVE PAYMENT WHEN
THEY ARE SUCCESSFUL IN ASSISTING
AN INDIVIDUAL TO OBTAIN AND
MAINTAIN THEIR EMPLOYMENT, AND
THERE'S INCENTIVE PAYMENTS THAT
ARE AVAILABLE FOR THE 30 DAY
MARKER OF EMPLOYMENT. THE SIX
MONTH MARKER AND THEN 12 MONTHS
OF EMPLOYMENT. UM IN 2016 17.
THE DEPARTMENT ALSO LAUNCHED THE
PAID INTERNSHIP PROGRAM OF THIS
HAS BEEN A REALLY SUCCESSFUL
PROGRAM WHEREBY SERVICE
PROVIDERS ASSIST AND INDIVIDUAL
TO BECOME EMPLOYED WITH AN
EMPLOYER IN THE COMMUNITY AND
THROUGH THESE, UH, THIS PROGRAM,
THE WAGES ARE PAID FOR THE
INDIVIDUAL UP TO 1000 40 HOURS
PER YEAR AT MINIMUM WAGE AND
INTEGRATED SETTINGS. THE WHOLE
GOAL OF THE PAID INTERNSHIP
PROGRAM IS SO THAT INDIVIDUALS
CAN GET EXPERIENCE IN EMPLOYMENT
SETTINGS AND FOR EMPLOYERS TO
HAVE THE EXPERIENCE OF
EMPLOYMENT INDIVIDUAL WITH THE
DEVELOPMENT OF DISABILITY, AND
WITH THE GOAL OF THAT.
EMPLOYMENT BECOMING LONG TERM
SUSTAINED EMPLOYMENT. WE ALSO
HAVE WORKED TO TAILOR ADDITIONAL
SERVICES TO THE NEEDS OF THE
INDIVIDUALS THAT WE SERVE
THROUGH WHAT WE CALL TAYLOR DAY
SERVICE, AND THIS IS THE WAY
THAT SERVICES ARE PRICEY,
PROVIDED MORE INDIVIDUAL DURING
THE DAYTIME TO ASSIST PEOPLE IN
WHATEVER WAYS THAT THEY WANT TO
WORK IN THE COMMUNITY, WHETHER
IT BE THROUGH PAID EMPLOYMENT.
IT COULD BE THROUGH
VOLUNTEERISM. IT COULD BE HIGHER
EDUCATION OR WHATEVER THAT
INDIVIDUAL WANTS TO ACHIEVE
DURING THE DAYTIME. DR RAINER
SPOKE EARLIER ABOUT CUSTOMIZED
EMPLOYMENT. AND THIS IS A GOOD
EXAMPLE OF, UM, A SERVICE THAT
COULD BE PROVIDED THROUGH
TAILORED DAY SERVICE TO HELP A
PERSON TO BE EMPLOYED. WELL DDS
HAS PRIORITIZED THE EMPLOYMENT
OF INDIVIDUALS THAT WE SERVE. WE
RECOGNIZE THAT THERE IS A LOT OF
WORK AHEAD OF US AND A LOT OF
WORK TO BE DONE. ONE OF THE WAYS
THAT WE HAVE A PRIORITIZED
EMPLOYMENT IS THROUGH CURRENT
SYSTEM REFORM THAT WE'RE GOING
THROUGH AND THE SYSTEM REFORM IS
BOOK BOTH AT THE REGIONAL CENTER
LEVEL AS WELL AS OUR SERVICE
PROVIDERS, SO AS WORKING WITH
DIFFERENT WORK GROUPS, WITH ONE
FOR REGIONAL CENTERS AND ONE FOR
SERVICE PROVIDERS, WE HAVE
PRIORITIZED EMPLOYMENT, SO
REGIONAL CENTERS ARE
INCENTIVIZED. TO WORK WITH THEIR
SERVICE PROVIDERS TO IMPROVE
THAT INCREASE THE NUMBER OF
PEOPLE WHO ARE EMPLOYED THROUGH
OUR QUALITY AND CENTER PROGRAM
WITH OUR SERVICE PROVIDERS. WE
HAVE ALSO INCREASED THE
INCENTIVE FUNDING THAT I SPOKE
OF EARLIER SO THAT SERVICE
PROVIDERS RECEIVE EVEN HIGHER
INCENTIVES TO ASSIST THEM TO
EMPLOY PEOPLE. UM THEY ALSO ARE
INCENTIVIZED TO ASSIST
INDIVIDUALS WHEN THEY ARE MOVING
OUT OF A SUB MINIMUM WAGE
ENVIRONMENT AS WELL AS PEOPLE
TRANSITION FROM A PAID
INTERNSHIP. UM LASTLY, I'LL
HIGHLIGHT THAT DDS HAS A GRANT
PROGRAM THAT WE IMPLEMENTED WITH
THE ASSISTANCE OF UNEMPLOYMENT,
WORKGROUP AND THE GRANT PROGRAM.
WE HAVE 45 GRANTEES WHO ARE
IMPLEMENTING A VARIETY OF
DIFFERENT STRATEGIES TO IMPROVE
EMPLOYMENT, AND OUR GOAL IS TO,
UM REALLY USED THOSE GRANTS AS A
WAY TO LEARN PROMISING PRACTICES
AND IMPROVE OUTCOMES. THANK YOU
FOR YOUR TIME. THANK YOU. WE
WILL NOW HEAR FROM ERIC STEWART.
HI EVERYBODY. THANK YOU SO MUCH
FOR HAVING US. UM I HAD A WHOLE
THING SPELLED OUT AND I FIGURED
IF I HUNG OUT FOR A COUPLE
HOURS, UM I WOULDN'T EVEN WANT
TO READ THIS. AND I DON'T. UM, I
THINK I SHOULD SAY THAT I'M A 50
YEAR OLD WHITE GUY SEMI ROUND
AND, AH, I GO BY ERIC. UM I'M
HARRY AS WELL. UM WELL,
ACTUALLY, IT'S MY COLLEAGUE,
HARRY, THE DIFFERENT KIND OF
HAIRY. UM IT'S BEEN REALLY
AWESOME TO BE A PART OF I THANK
YOU ALL FOR FIGURING OUT A WAY
TO STAY AWAKE AND ATTENTIVE
THROUGH SOMETHING LIKE THIS. UM
I THINK MOST OF US SITTING ON
THIS SIDE REALLY, REALLY HOPE
THAT YOU'RE SITTING THERE
BECAUSE YOU REALLY CARE ABOUT
WHAT WE'RE DOING. I KNOW THAT
THERE'S A LOT OF PEOPLE BEHIND
ME. I SAW SOME OF THE FOLKS HERE
AND I'VE LISTENED TO THE PEOPLE
SPEAK TODAY. UM THAT HAVE JUST
BEEN DOING PHENOMENAL WORK FOR A
LONG TIME. UM I KIND OF LUCKED
INTO THIS 25 YEARS AGO MOVED
INTO SPECIAL EDUCATION RIGHT OUT
OF COLLEGE, AND I WAS IN ONE OF
THE POOREST TOWNS AND OUR NATION
OUTSIDE OF NEW ORLEANS. AND
AFTER MY SECOND YEAR, I HAD TO
TAKE 422 YEAR OLDS ON THEIR
TRANSITION PLANNING FIELD TRIP,
RIGHT? SO WHEN YOU'RE IN SPECIAL
ED, AND YOU'RE 22, AND YOU'VE
GOT SIGNIFICANT DISABILITIES, UM
AT 20 TO THE PUBLIC ED SYSTEM
PUSHES YOU OUT AND YOU GO INTO
THE BIG, BAD ADULT WORLD IN THIS
VERY, VERY POOR TOWN IN
LOUISIANA HAD TWO OPTIONS FOR
THESE 422 YEAR OLDS. I WAS TAKEN
AND IT WOULD TAKE ME A LONG TIME
TO DESCRIBE HOW DEPRESSING THOSE
OPTIONS WERE. UM BUT FAST
FORWARD AND I GET TO COME TO
NORTHERN CALIFORNIA AND I GET TO
MOVE IN OUR SPACE IN THE FIRST
THING I WANT TO SAY IS
OVERWHELMINGLY. I HOPE YOU DON'T
FEEL LIKE, UM EVERYTHING'S GOING
BAD. I HOPE YOU'VE HEARD A LOT
OF GOOD STUFF TODAY. I'M REALLY
GLAD THAT WE GOT TO HEAR FROM
SMUD. THEY'RE ONE OF THE FOLKS
THAT I THINK MAKES SENSE. TO
TALK TO US AND SHOW US WHAT
WORKS AND HOW IT WORKS. UM SO
I'M REALLY GLAD THEY WERE HERE.
BUT IT'S WAY MORE THAN THAT.
THERE'S WAY MORE THAN JUST SMUT
OUT THERE. THERE, FOLKS AGAIN IN
THIS ROOM, BUT YOU'VE GOT, YOU
KNOW JOB COACHES THAT ARE MAKING
20 BUCKS AN HOUR THAT CARE LIKE
YOU CAN'T BELIEVE IN THERE
WORKING WITH SOMEBODY RIGHT NOW,
MAKING A DIFFERENCE IN THAT
PERSON'S LIFE. UM AND THAT'S
JUST AS BIG IN ITS OWN WAY AS A
YOU KNOW, A COMPANY LIKE SMUD
THAT CAN REALLY DO. A LOT OF
GREAT WORK. UM BUT YOU'VE ALSO
GOT A LOT OF EMPLOYERS, UM, THAT
ARE PROVING THROUGH THEIR WORK
AND THEIR EFFORTS THAT THEY'RE
ALL IN ON THIS AND IT'S JUST A
MATTER OF AND I GUESS MAYBE I'LL
GET TO THAT IN A MINUTE, RIGHT?
LIKE HOW DO WE HELP? UM BUT
TODAY I COME TO YOU FROM A
PROGRAM WE JUST HEARD FROM THE
DEPUTY DIRECTOR. AH PROGRAM THAT
IS VENDOR BY ALTER REGIONAL
CENTER. VOILA GOOD TIMING,
RIGHT? AND WHAT DO WE DO? WE
HAVE YOUNG ADULTS THAT ARE
AUTISTIC NERD. DIVERSE I D D, UM
THEY COME TO THIS PROGRAM MONDAY
THROUGH FRIDAY, AND THEY'RE
TRYING TO FIGURE OUT LIKE, HOW
DO I LIVE? WORK AND PLAY? UM
QUOTE UNQUOTE LIKE EVERYBODY
ELSE. UM WHAT DO I NEED TO
LEARN? HOW DO I DO THAT? WHAT
KIND OF SUPPORTS DO I NEED AND,
UH AT MARIST? UM, WE'RE DOING
OUR BEST TO HELP EACH ONE OF
THESE FOLKS. THERE'S ABOUT 50
RIGHT NOW. BUT I THINK ABOUT
EARLIER TODAY YOU HAD MR BOWL UP
HERE FROM STABILITY OUT IN
CONTRA, HE SAID 1100 PEOPLE, SO
THERE'S COMPANIES LIKE VISTA
ABILITY THAT HAVE THEIR SERVING
THE WHOLE GAMUT FROM LITTLE
BABIES COMING OUT MOMS AND DADS
FIGURING OUT FOR THE FIRST TIME.
OH, MY GOSH, HOW DO I MOVE
THROUGH THIS? UM TO 6070 YEAR
OLDS THAT ARE STILL LOOKING FOR
THAT RIGHT PLACE, AND THEY WANT
TO HAVE A REAL VIABLE CONNECTION
TO THE COMMUNITY. THANK YOU, MR
BOWL FOR COMING TODAY. I LOVED
WHAT YOU HAD TO SAY. AH, UM AND
SO HARRISON IS ONE OF THOSE AND
THERE'S A LOT OF US THAT ARE
DOING REALLY, REALLY HARD WORK.
UM WE HAVE OUR OWN UNIQUE WAY OF
DOING IT. AND SO MY NUMBER ONE
SOLUTION I WANT TO THROW IN YOUR
EAR. LIKE RIGHT AWAY. UM
ACTUALLY WANTED TO CATCH HIS EAR
, SO LET HIM KNOW I THREW IT OUT
THERE. THEY'LL LET YOU KNOW, UM
I THINK THAT YOU HAD MENTIONED
EARLIER CHAIRWOMAN THAT, UH,
ABOUT AN EIGHT YEAR OLD AND I
DIDN'T CATCH THE WHOLE THING.
BUT I THOUGHT MAYBE YOU HAD
ACTUALLY SPENT SOME TIME IN THAT
EIGHT YEAR OLDS WORLD AND HOW
IMPORTANT THAT WAS. WELL I THINK
WHAT NEEDS TO HAPPEN WITH THIS
COMMITTEE TO REALLY, REALLY HAVE
THE INFLUENCE THAT YOU WANT. IS
YOU EACH INSTEAD OF DOING THESE
THREE HOUR THINGS, WHICH ARE
AWESOME, OR MAYBE, IN ADDITION
TO YOU NEED TO CONNECT WITH SOME
OF US THAT ARE BOOTS ON THE
GROUND FOLKS AND SPEND AND IT'S
GOING TO TAKE YOU A FEW DAYS
BECAUSE WHAT WE HAVE TO DO IS WE
HAVE TO PUT YOU IN THE WORLD. OF
A FEW PEOPLE. BECAUSE IF YOU IF
YOU GO INTO THE WORLD OF ONE
PERSON AND YOU SEE HOW THEY'RE
AFFECTED, AND WHAT'S GOING ON IN
THEIR LIFE, AND WHERE THE
SUPPORTS ARE, YOU ONLY HAVE A
SNAPSHOT. ALL WE HAVE TO DO IS
TAKE YOU TO ONE OTHER PERSON'S
EXPERIENCE OR TWO OR THREE AND
LET YOU GO THROUGH. WHAT DOES
THIS, ACTUALLY LOOK, FRANK LOOK
LIKE FOR THIS PARTICULAR PERSON
AND YOU'RE GOING TO SEE JUST
WHEN WE TALK ABOUT DIVERSITY OF
DIVERSITY, JUST HOW BIG OF A
SPECTRUM THAT WE'RE ALL WORKING
WITH AND TRYING TO WORK THROUGH.
WHEN WE SAY HOW DO WE MAKE THIS?
WORKFORCE SYSTEM BETTER ON
BEHALF OF PEOPLE WITH
DISABILITIES. IT JUST KILLS ME
RIGHT BECAUSE THERE'S JUST SO
MUCH TO LOOK INTO. BUT IF YOU
WANT TO HAVE THE KNOWLEDGE THAT
YOU'RE LOOKING FOR, YOU CAN COME
TO ME DIRECTLY. I PROMISE YOU,
I'LL SET UP REALLY COOL DAYS FOR
YOU. UM BUT I WANT TO GIVE YOU
THAT EXPERIENCE AND THEN I KNOW
YOU CAN BRING THAT BACK TO YOUR
COLLEAGUES AND HELP THEM
UNDERSTAND JUST HOW BIG AND
COMPLEX THE WORK WE'RE DOING SO
THAT WOULD BE ONE SUGGESTION.
AND THEN JUST TO GIVE YOU A
LITTLE BIT OF AN IDEA, LIKE WHEN
WE TALK ABOUT PEOPLE WITH
DISABILITIES. IT'S HAPPENED
TODAY, RIGHT WHERE YOU HAVE
DEVELOPMENTAL DISABILITIES. AND
THEN YOU HAVE DISABILITIES. AND
WHAT EXACTLY ARE WE TALKING
ABOUT? AND THEN TERMS LIKE
ACCOMMODATIONS COME UP. AND WHAT
DOESN'T ACCOMMODATION LOOK LIKE
FOR SOMEBODY WHO'S CALLING
THEMSELVES NEURODIVERGENT? THAT
DOESN'T WANT TO TELL THE
EMPLOYER THAT THEY'RE
NEURODIVERGENT LIKE HOW DOES
THAT ALL PLAY OUT? RIGHT UM,
THERE'S LOTS OF COMPLEXITIES IN
THAT AND WHEN WE THINK ABOUT
SUPPORTING SOMEBODY IN THE
WORKFORCE WE THINK ABOUT AND I
THINK HARRY'S GOING TO TALK A
LITTLE BIT BETTER ABOUT THIS.
BUT WHAT DOES GENUINE INCLUSION
LOOK LIKE AND GENUINE INCLUSION
OVER THE COURSE OF TIME, AT
LEAST WHAT WE'RE FINDING ABOUT
ABOUT AND I THINK HARRY IS
REALLY GOING TO GET INTO IT WHEN
HE TALKS ABOUT THE
TRANSFORMATIVE AUTISM AND PRO
TRANSFORMATIVE AUTISM PROGRAM.
INCLUSION JUST HAPPENS ACROSS
THE BOARD. SO IF YOU START TO
BUILD INCLUSIVE MINDSETS WITHIN
AN EMPLOYER ENVIRONMENT, WHICH
ACTUALLY STARTS IN THE EDUCATION
ENVIRONMENT, YOU'LL FIND THAT
CERTAIN THINGS THAT WE'RE SAYING
OR BARRIERS FOR PEOPLE GO AWAY.
THANK YOU FOR THE ONE MINUTE
WARNING. UM BUT THE BIG THING
THAT I WANT TO ASK OF YOU GUYS
AND I AGAIN I THINK MY COLLEAGUE
HARRY IS REALLY GOING TO HIT
THIS HOME IS I THINK THAT WE CAN
REALLY BREAK THROUGH IF WE PUT A
LOT MORE TIME AND ENERGY INTO
SAYING, HOW DO WE SUPPORT THE
EMPLOYER? THERE'S SO MUCH ENERGY
GOING TOWARDS THE JOB SEEKER,
WHICH IS GREAT. THAT'S WHY WE'RE
ALL HERE. MY WHOLE CAREER HAS
BEEN DIRECTLY WITH JOBSEEKERS,
SO I'M NOT TRYING TO SAY LET'S
NOT, YOU KNOW, FOCUS ON THE JOB
SECRET, BUT I'M TELLING YOU
EMPLOYERS ARE READY. THEIR ARMS
ARE OPEN. THEY'RE SAYING THEY
WANT TO DO THIS, BUT IT IS NOT
EASY TO DO IT. WELL MAYBE FOR A
COUPLE OF PEOPLE IT IS, BUT
OVERWHELMINGLY IT'S A LOT OF
WORK, AND IT'S A LOT OF FOCUS
AND ITS COMMITMENT TO THAT
PROCESS. AND I THINK THAT THAT'S
THE BIG THING. CAN WE DEVELOP
MORE WAYS TO SUPPORT THE
EMPLOYERS ACROSS THE BOARD? ONCE
THEY SAY THEY'RE ALL IN? SO
THANKS. THANK YOU VERY MUCH, UH,
HARRISON LANE. CAN YOU HEAR ME?
ALL RIGHT. SO UNLIKE ERIC, I AM
GOING TO READ MY TESTIMONY. UM
BUT I WILL FIRST INTRODUCE
MYSELF. I AM WEARING A TAN LINEN
SUIT JACKET, TAN LINEN PANTS,
BROWN SHOES AND A BLUE STRIPED
COLLEGE SHIRT. I AM A MAIL IN MY
THIRTIES. AND AGAIN MY NAME IS
HARRISON LANE. I AM THE
COORDINATOR OF MARIS STEMS
TRANSFORMATIVE AUTISM PROGRAM.
AND JUST TO, UM SO YOU CAN
VISUALIZE IT. MARIST UM, IS A
TRANSITIONAL SCHOOL FOR YOUNG
ADULTS WITH AUTISM AND NARROW
DIVERSITY LOCATED IN FAIR OAKS,
CALIFORNIA ABOUT 25 MINUTES EAST
OF CALIFORNIA'S CAPITAL IN
SACRAMENTO. THANKS TO THE
CALIFORNIA ASSEMBLY FOR HAVING
US TODAY. I WAS BORN IN SANTA
BARBARA COUNTY, CALIFORNIA. I
HAVE STRUGGLED WITH SENSORY
INTEGRATION ISSUES AND LEARNING
DIFFICULTIES SINCE THE BEGINNING
, I AM READING DISORDER. I WAS
FORMALLY DIAGNOSED WITH AUTISM
SPECTRUM DISORDER IN THE SIXTH
GRADE. I STRUGGLED IN HIGH
SCHOOL WITH MAKING FRIENDS AND
GETTING THE SCHOOLWORK COMPLAINT
AFTER HIGH SCHOOL. I ALSO
STRUGGLED IN COLLEGE. UH WHEN MY
FATHER CHANGED JOBS HAVE MOVED
WITH MY PARENTS TO THE BAY AREA
IN 2014. I CHANGED MY MAJOR TO
HOSPITALITY MANAGEMENT. NOW I
TRIED GETTING JOBS, MOSTLY IN
HOTELS, BUT I STRUGGLED TO
ACCESS DEPARTMENT OF
REHABILITATION SERVICES. IT WAS
2016 WHEN I FIRST STEPPED FOOT
ONTO THE MAYOR STEM CAMPUS AND I
CAN TELL YOU THIS. IT DEFINITELY
CHANGED MY LIFE. I MET MY
LIFELONG BEST FRIEND. LEARN HOW
TO BE THE BEST ME THAT I CAN BE
INDEPENDENCE AND MORE. SO I
PARTICIPATED IN A PILOT PROJECT
GOD BREAKING BARRIERS THAT WAS
AIMED AT RAISING AWARENESS OF
WHAT NEURO DIVERSE PEOPLE HAVE
TO OFFER IN THE WORKPLACE. AND
SERVED AS A JOB COACH IN THE
MEREST, UM, CAFE IN A SUMMER
INTERNSHIP AND WITH THESE NOW
BREAKING BARRIERS THAT I
MENTIONED, UH, EVENTUALLY BECAME
THE TRANSFORMATIVE AUTISM
PROGRAM THAT ERIC MENTIONED. AND
WITH THOSE EXPERIENCES, I WAS
ABLE TO MOVE BEYOND MARIST. UM
IN THE SEPTEMBER OF 2020. I
WORKED WITH STRATEGIES TO
EMPOWER PEOPLE INCORPORATED AS A
JOB COACH AND INDEPENDENT LIVING
INSTRUCTOR FOR THE NEXT YEAR AND
A HALF. UNTIL I RETURNED TO
MARIS THEM AS THE COORDINATOR.
OF MARRIAGE DEMONSTRATES
FORMATIVE AUTISM PROGRAM I HAVE
WORKED WITH DOZENS OF EMPLOYERS
ARE ON THIS STATE FUNDED
TRAINING BEST PRACTICES FOR
HIRING AND RETAINING NEURO
DIVERSE EMPLOYEES IN THE
WORKPLACE. I ALSO HELP
JOBSEEKERS AND WORK WITH
COMMUNITY PARTNERS ALSO CO HOST
A PODCAST VOICES OF THE
COMMUNITY ALONGSIDE MARIS,
TIME'S EXECUTIVE DIRECTOR, AARON
SHERM. UM. THE PODCAST
HIGHLIGHTS HUMAN STORIES OF
PEOPLE. NAVIGATING WORK IN LIFE
WITH NO UNIVERSITY. SO IN MY DAY
TO DAY ROLE, UM, ALMOST EVERY
NEURO DIVERSE JOB SEEKER THAT I
SERVE HAS ANXIETY, SO AN INITIAL
ZOOM OR IN PERSON MEETING I AM
ABLE TO GAUGE GENERAL
EMPLOYABILITY SKILLS AND
UNDERSTANDINGS OF THE INDIVIDUAL
. I CAN THEN HELP THEM TO THE
BEST OF MY ABILITY. I'M JUST
GOING TO MENTION A FEW OF THE
EMPLOYERS THAT WE HAVE WORKED
WITH. BECAUSE ERIC MENTIONED
THAT THE EMPLOYER IT'S ALL ABOUT
THE EMPLOYER. IT'S ABOUT THE
INDIVIDUAL, BUT IT'S REALLY
ABOUT THE EMPLOYER AND THE
STORIES ARE REALLY, UH, THEIR
HEARTWARMING TO SAY THE LEAST.
BUT HERE IN THE SACRAMENTO
REGION, WE HAVE BUILT A HUGE
PARTNERSHIP WITH RARELY GROCERY
STORE CHAIN AND BIHAR, THEIR
SENIOR MANAGER, CORPORATE HR AND
TALENT ACQUISITION. SHE IS THE
CHAMPION IN MOVING THE
UNDEREMPLOYMENT RATE FOR THOSE
WITH NO DIVERSITY IN THE RIGHT
DIRECTION. ALLOWING TO TALENT
ACQUISITION SPECIALIST DANIEL I
HAVE BEEN ABLE TO HELP MULTIPLE
PEOPLE INTERVIEW OR RECEIVE A
JOB AT RALLIES. I HAVE ALSO BEEN
ABLE TO TRAIN A LOCAL STORE AND
HOW TO ACCOMMODATE PEOPLE WITH
AUTISM AND THEIR DIVERSITY AND
PRESENT BEST PRACTICES IN SENIOR
STORE LEADERSHIP TRAINING FOR
THE LAST TWO YEARS. ANOTHER
EXAMPLE IS JAMES THOMPSON,
CONCESSIONS MANAGER AT SUTTER
HEALTH PARK. HOME OF THE MINOR
LEAGUE, HOME OF THE SACRAMENTO
RIVER CATS MINOR LEAGUE BASEBALL
TEAM. WE WERE ABLE TO GET A
VARIETY OF NEURO DIVERSE YOUNG
ADULTS TO PARTICIPATE IN ALMOST
EVERY HOME GAME LAST SEASON,
JAMES ALLOWED US TO COME IN AND
WORK A CONCESSION STAND DURING
EACH HOME GAME. WE EVEN GOT
ASKED BACK FOR A NON BASEBALL
EVENTS, AND WE WILL BE BACK
RETURNING AT THE SIDE OF THE
NEXT SEASON TO DO IT ALL AGAIN.
I SHOULD ALSO MENTION THAT THE
RIVER CATS IS PAYING THE PEOPLE
WHO IT'S COMPETITIVE, INTEGRATED
EMPLOYMENT. THAT MEANS THE EAST
NEW EMPLOYEE GOES TO THE
BALLPARK AND DOES ON BOARDING.
THEY GET AN I D BADGE AND THEY
GET PAID BY THE RIVER CATS. AND
ALSO AT RALLIES THAT THEY WERE
GETTING PAID BY THE COMPANY BY
RALLIES. UM FOR MANY OF THE 16
PEOPLE WHO GOT PLACED AT THE
BALLPARK, IT WAS THEIR FIRST
FORM OF WORK EXPERIENCE AND
CRITICAL TO GAIN PRACTICAL WORK
EXPERIENCE. I'M GOING TO GIVE
YOU ONE MORE. THAT'S NOT IN
SACRAMENTO BECAUSE WE ARE A
STATEWIDE UM PROGRAM. SO OUTSIDE
OF SACRAMENTO. WE HAVE PARTNERED
WITH THE JEWISH FAMILY AND
CHILDREN'S SERVICES IN SAN
FRANCISCO AND ORGANIZATION THAT
WORKS WITH INDIVIDUALS WHO HAVE
NO DIVERSITY, AUTISM, OR RATHER,
I DID DELAYS THROUGH INDEPENDENT
LIVING APARTMENTS AND HELPS THEM
GET EMPLOYMENT AS WELL. WE
WORKED WITH A YOUNG MAN SIMON
AND HIS FAMILY MEETING ON ZOOM
WEEKLY. HIS FAMILY CONNECTED US
WITH ERIC WRIGHT, WHO OWNS
SEVERAL RESTAURANTS, INCLUDING
HUMBLE IN BERKELEY. HE TOOK OUR
TRAINING AND EVEN SHARED HIS OWN
CONNECTION WITH AUTISM ARE
TRAINING BROUGHT HIM TO TEARS.
AND HE JUMPED AT THE IDEA OF
HELPING THIS YOUNG MAN HE HAD.
SIMON HAD ANOTHER PART TIME JOB
AT THE TIME, BUT EVENTUALLY WAS
ABLE TO FULLY COMMIT TO HUMBLE.
HE HAD SPECIFIC SUPPORT STANDING
NEEDED. WE WENT TO THE
RESTAURANT AND MET THE TEAM AND
INTRODUCED SIMON AND HIS
SPECIFIC NEEDS. NONE OF THIS WAS
A PROBLEM FOR ERIC, OR ESTEEM,
AND SIMON HAS SUCCESSFULLY STILL
WORKING THERE TODAY. OUR PROGRAM
WORKS BECAUSE IT HAS A FOCUS ON
WORKING WITH INDIVIDUALS AND
EMPLOYERS AND PERSONALIZING THE
SUPPORT TO THE NEEDS OF THE
INDIVIDUAL AND THE JOG ROLE. WE
NEED TO WORK WITH JOB ALL
JOBSEEKERS TO PREPARE THEM FOR
THE WORKPLACE AND WORKPLACES TO
MAKE ROOM FOR EVERYONE. I SEE
EVERY DAY THAT AUTISTIC AND
THERE WERE DIVERSE PEOPLE LIKE
MYSELF HAVE A LOT TO CONTRIBUTE.
THANK YOU. THANK YOU VERY MUCH.
I WILL NOW OPEN IT UP TO
COMMITTEE MEMBERS WITH QUESTIONS
. I HAVE ASSEMBLYMEMBER'S
FELONIES. THANK YOU, MADAM
CHAIR. SO MY ORIGINAL QUESTIONS
WE'RE GOING TO BE FOR MR BULLY.
BUT SINCE MR STEWART, YOU'RE UP
HERE SPEAKING, AND, UH, I WANT
TO SAY YOU BOTH ARE DOING THIS
KIND OF THE SAME JOB. IN A
SENSE. I THINK THIS WOULD BE
BETTER AIMED TOWARDS YOU. SO I
KNOW UP HERE WE WERE TALKING
ABOUT HOW WE EXPECT BUSINESSES
TO EMPLOY THOSE THAT THEY'RE
EMPLOYING RIGHT NOW, WITH WITH
THE 14 D I BELIEVE IS WHAT IT
IS, UM AND WHEN THAT EVENTUALLY
HAPPENS IN MY DISTRICT. WE HAVE
A WE HAVE A GROUP. THEY'RE
CALLED THE HOWARD TRAINING
CENTER WHO HAS COME TO ME AND
HAS ALREADY DISCUSSED I'VE HAD
PARENTS COME TO ME WITH THEIR
CONCERNS WITH THEIR CHILDREN WHO
ARE IN THE PROGRAM WHO FEAR THAT
NOW THEIR THEIR THEIR SONS,
THEIR DAUGHTERS ARE NOW GOING TO
BE JUST IN A DAY PROGRAM AND NOT
FEEL THAT THEY'RE SUCCESSFUL OR
BENEFICIAL TO THE COMMUNITY. SO
ONE OF MY QUESTIONS TO YOU IS DO
YOU THINK WE SHOULD DELAY THE
IMPLEMENT IMPLEMENTATION OF 14
D. THANK YOU FOR THE QUESTION.
FIRST OF ALL I WANT TO SAY TO
JOHN, I WANT TO BE LIKE YOU WHEN
I GROW UP, BUDDY. IS HE STILL
HERE? ALL RIGHT, UM, I'M A
LITTLE BIT NERVOUS TO SPEAK
SPECIFICALLY TO YOUR QUESTION,
BUT I WILL SAY TO GO BACK TO
WHAT WE'VE TALKED ABOUT, AND
WHAT JOHN TRIED TO HELP CONVEY,
UM, IF I COULD BRING YOU INTO
THE COMMUNITY OF THE FOLKS TO
WHERE CERTAIN OPTIONS ARE VIABLE
TODAY. SO YOU KNOW YOU HAVE
THESE OPTIONS AND WE CAN REALLY
MOVE YOU INTO IT. TODAY WE HAVE
MAYBE A DREAM OF HAVING MORE
OPTIONS. BUT RIGHT NOW, THOSE
AREN'T AVAILABLE. THIS IS WHAT'S
HERE RIGHT NOW, AND WE COULD
WORK WITH THOSE PEOPLE AND THEIR
FAMILIES BECAUSE A LOT OF THEM
ARE NOT GONNA BE ABLE TO LOOK
YOU IN THE EYE AND SAY, YOU KNOW
WHAT? I CAN CLEARLY ARTICULATE
TO YOU WHAT YOUR QUESTION IS HOW
I FEEL ABOUT IT. WHAT? I THINK
MY FUTURE IS ALL ABOUT THERE.
THERE'S A LOT OF FOLKS WE'RE
TRYING TO HELP THAT ARE NOT
GOING TO BE ABLE TO HAVE THAT
CLEAR OF A CONVERSATION, SO THEY
HAVE A SUPPORT NETWORK OF PEOPLE
AROUND THEM. THAT CAN HELP YOU
UNDERSTAND THEIR HISTORY WHERE
THEY'VE EARNED MONEY WHERE THEY
MIGHT WANT TO GO. HOW THEY
COMMUNICATED THAT IN WAYS THAT
YOU AND I MIGHT NOT BE ABLE TO
PICK UP ON. AND IF WE REALLY SIT
DOWN WITH THOSE FOLKS, AND WE GO
THROUGH IT AND WE TAKE THEIR
OPINIONS AND THEIR THEIR IDEAS
AND MAKE A DECISION ON WHETHER
OR NOT TO SUPPORT THAT OR NOT.
THAT'S WHAT I WOULD WANT TO DO
FOR ME DIRECTLY. I GET A LITTLE
BIT NERVOUS GOING AT THAT. UM I
HOPE THAT IS OKAY WITH YOU KNOW,
YOU'RE YOU'RE GOING TOWARDS THE
DIRECTION I'M THINKING ABOUT, UH
AND IF I CAN DIRECT IT ALSO TO
THE DIRECTOR YOU'RE TALKING
ABOUT THE, UH, THE PAID
INTERNSHIP PROGRAM. EMPLOYMENT
INCENTIVE PROGRAMS IS THAT ALL
PART OF ALSO THE CAPITAL
INTEGRATED EMPLOYMENT ALSO AS
WELL AS THAT ALSO INCLUDED IN
THAT I'M NOT FAMILIAR WITH THE
CAPITAL INTEGRATED EMPLOYMENT.
SO THEN WE'LL JUST GO WITH THE
PAID INTERNSHIP PROGRAM THAT I
HEARD YOU MENTION ALL THE
OTHERS. HOW MUCH IS THE
LEGISLATURE FUNDING ON THAT? AS
FAR AS THAT GOES YEAR TO YEAR?
YES SO ORIGINALLY, THE
DEPARTMENT WAS PROVIDED WITH $20
MILLION FOR EACH OF THOSE TWO
PROGRAMS. ANNUALLY AND ARE WE
TRACKING LIKE HOW MANY PEOPLE
HAVE BEEN EMPLOYED? IF AND IF
SO, ARE WE ALSO TRACKING LIKE
WHO MAYBE ISN'T AND WHERE
THEY'RE GOING FROM THERE. SO
WITH REGARDS TO THESE TWO
PROGRAMS, WE ARE TRACKING THE
NUMBER OF INDIVIDUALS WHO
RECEIVE SERVICES THROUGH THE
PROGRAMS AND ALSO THOSE
INDIVIDUALS WHO BECOME EMPLOYED
AS A PART OF THE PAID INTERNSHIP
PROGRAM. BUT WE ALSO ARE
DEVELOPING VERY UNIQUE SERVICE
TO ASSIST INDIVIDUALS IN 14 C
ENVIRONMENT SO THAT THEY CAN
HAVE MORE CUSTOMIZED SERVICES TO
TRANSITION TO OTHER TYPES OF
SERVICES IN THE COMMUNITY. OKAY,
THANK YOU. 14 C. I SAID 14 D I
THINK IT'S WHEN I SAID I WAS
CLOSE. UH SO THEN WITH THAT, DO
YOU GUYS HAVE THOSE NUMBERS
POSTED TO OR LIKE WE KNOW, LIKE
WHERE ALL THE MONEY'S GOING? IS
THERE MONEY LEFT OVER THAT WE
CAN USE FOR OTHER PROGRAMS. WE
DO HAVE THAT INFORMATION
AVAILABLE AND WE DO HAVE
QUARTERLY BRIEFINGS WITH
LEGISLATIVE STAFF WHERE WE SHARE
INFORMATION, INCLUDING ON
EMPLOYMENT. OKAY I JUST JUST SO
YOU GUYS KNOW I'M THINKING OUT
LOUD JUST IN MY DISTRICT ALONE,
JUST WITH THOSE BUSINESSES THAT
WANT TO HELP BUT ARE NOT GOING
TO BE ABLE TO HELP ONCE THIS 14
SEED THING HAPPENS. IS THERE A
WAY WE CAN MAYBE WORK ON MAYBE
PROGRAMS TO WHERE WE CAN
SUPPLEMENT THAT? WHERE THESE
THESE THAT ARE, THOSE THAT ARE
WORKING FOR. THESE BUSINESSES
CAN THEN GET SUPPLEMENTED SO
THEY CAN MAKE THAT MINIMUM WAGE
BECAUSE AGAIN, THIS IS GOING TO
BE DEVASTATING FOR MY DISTRICT,
AND I'M SURE OTHER DISTRICTS AS
WELL. WHO ARE FEARING AGAIN, NOT
JUST THE MENTAL HEALTH OF THEIR
CHILDREN WHO AREN'T GOING TO
FEEL LIKE THEY'RE CONTRIBUTING
TO SOCIETY OR BEING PART OF LIKE
WHAT EVERY DAY. AS YOU SAID,
QUOTE UNQUOTE EVERYDAY LIFE KIND
OF THING. UH I JUST FEAR THAT'S
GOING TO BE THE ISSUE AND I'D
LIKE TO KNOW MORE INFORMATION.
OBVIOUSLY, I'M LEARNING MORE AS
I GO UP HERE IN THE ASSEMBLY,
BUT I THINK THAT WOULD BE
HELPFUL TO GO WITH THAT FORWARD.
RIGHT, ABSOLUTELY HOPE HE'S
HAPPY TO EXPLORE ADDITIONAL
IDEAS OF HOW TO WORK TOGETHER
AND I WILL POINT OUT THAT THERE
ARE A FRACTION OF THE NUMBER OF
PROVIDERS THAT PROVIDE SUB
MINIMUM WAGE EMPLOYMENT TODAY AS
COMPARED TO PRIOR YEARS AND THE
NUMBER OF INDIVIDUALS WHO ARE
NOW ENGAGED IN SUB MINIMUM WAGE
HAS DECREASED SIGNIFICANTLY AS
WELL. DDS HAS WHAT WE CALL HOME
AND COMMUNITY BASED SERVICES
FUNDING THAT HAS ASSISTED
SERVICE PROVIDERS TO TRANSFORM
THEIR SERVICES TO BE MORE
INTEGRATED AND MORE PERSON
CENTERED, UM AND WAS SO WE'VE
USED A VARIETY OF DIFFERENT
METHODS TO ASSIST BOTH THE
SERVICE PROVIDERS AS WELL AS
INDIVIDUALS. WE SERVE TO MOVE
INTO COMPETITIVE INTEGRATED
EMPLOYMENT. AWESOME THAT'S GREAT
. AND HARRY GREAT PRESENTATION.
JOHN ERICA, LOOK FORWARD TO
WORKING AND TALKING WITH BOTH OF
YOU GUYS. SO THANK YOU.
ASSEMBLYMEMBER'S ARAMBULA. THANK
YOU, MADAM CHAIR. I THOUGHT MR
STEWART HAD A GREAT QUESTION
ABOUT HOW DO WE SUPPORT THE
EMPLOYER BETTER? AND I WANTED MR
WINFIELD. IF I COULD. YOU
PROVIDED TO WONDERFUL EXAMPLES
OF HOW THE ADMINISTRATION IS
DOING THAT CURRENTLY THROUGH THE
EMPLOYMENT INCENTIVE PROGRAM
THAT'S GETTING HIGHER INCENTIVES
BUT ALSO THROUGH THE PAID
INTERNSHIP PROGRAM THAT I'D LIKE
TO UNDERSTAND IF I CAN
REASONABLE ACCOMMODATIONS THAT
WE'RE USING FOR THE PAID
INTERNSHIP PROGRAM. AND IF SO,
HOW ARE WE? ASKING THOSE WHO ARE
SEEKING EMPLOYMENT, UH, RECEIVE
OR TO GET THOSE REASONABLE
ACCOMMODATIONS. IS THERE A WAY
TO HELP TO STREAMLINE TO ENSURE
THAT WE'RE EFFECTIVELY EMPLOYING
AS MANY INDIVIDUALS WITH
DISABILITIES AS WE CAN YES,
ABSOLUTELY. THAT IS AN ISSUE
THAT IS WORKED ON BOTH BY THE
PROVIDER OF SERVICES WHO IS
ASSISTING THE INDIVIDUAL AS WELL
AS THE EMPLOYER TO MAKE SURE
THAT THE INDIVIDUAL WHO'S BEING
EMPLOYED AS ALL THE
ACCOMMODATIONS THAT THEY NEED TO
BE SUCCESSFUL AND AGAIN, LIKE I
SAID BEFORE, WHILE THIS IS A
HUGE PRIORITY FOR THE DEPARTMENT
, WE UNDERSTAND THAT THERE IS
MUCH MORE WORK TO BE DONE IN
THIS SPACE. EARLIER YOU HAD
STATED THE REGIONAL CENTERS PLAY
A ROLE IN WORKING ON INCREASING
EMPLOYMENT AS WELL. DO THEY HAVE
A ROLE IN HELPING US TO DEFINE
OR TO WORK ON WHAT REASONABLE
ACCOMMODATIONS ARE OR SHOULD
THAT SOLELY BE IN THE HANDS OF
MEDICAL PROFESSION? ABSOLUTELY I
BELIEVE IT'S SOMETHING THAT AS A
SYSTEM WE NEED TO WORK ON
INDIVIDUAL SERVED. OUR FAMILY
MEMBERS, REGIONAL CENTERS,
SERVICE PROVIDERS ADVOCATES.
IT'S WE HAVE A HUGE, REALLY
GREAT SYSTEM IN CALIFORNIA, AND
WE HAVE A LOT OF RESOURCES TO
PULL ON AND I JUST TO USE THANK
YOU, MADAM CHAIR. THANK YOU SO
MUCH FOR PANELISTS. UM I WANNA
THANK MR STEWART. UM YOU HIT THE
NAIL ON THE HEAD IN TERMS OF
GOING OUT INTO THE COMMUNITY
EXPERIENCING WHAT IT'S LIKE, UM
ASSEMBLYMEMBER'S. GALLAGHER
ACTUALLY INVITED ME TO, UM, I
SHARED MY STORY EARLIER, THE
CALIFORNIA STATE OF THE DEAF
SCHOOL AND IT WAS THERE THAT I
MET AN AMAZING LITTLE GIRL. AH
WHO IS THRIVING? AND YOU KNOW, I
MENTIONED EARLIER SHE COULD BE
THE NEXT PRESIDENT OF THE UNITED
STATES BECAUSE OF THE PROGRAM,
THE SUPPORT THAT SHE IS GETTING
FROM THE RESOURCES AND OUR
COMMITMENT. UM TO, UM THOSE
YOUTH AND WE'D LOVE TO COME OUT
AND VISIT OTHER PLACES YOU CAN
REACH OUT TO MY OFFICE. UM AND
THANK YOU, HARRY, THE OTHER
HARRY FOR YOUR TESTIMONY. YOU
ARE THE REASON WE'RE DOING THIS
TODAY AND YOU KNOW, I'M
MENTIONING OUR EMPLOYERS IS
CRITICAL. WE CAN HAVE JOBS WITH
THAT EMPLOYERS, WHICH IS WHY WE
WANTED TO HAVE A COMPREHENSIVE
HEARING TODAY THAT INCLUDED
EVERYONE WHO'S WORKING IN THIS
SPACE. WITH THAT I DO WANNA OPEN
IT OUT FOR PUBLIC COMMENT. UM WE
WILL HEAR FROM MEMBERS OF THE
PUBLIC AND THE HEARING ROOM. YOU
WILL HAVE ONE MINUTE. UH AND WE
ASK THAT YOU KEEP YOUR COMMENTS
RELEVANT TO THE TOPIC OF THE
HEARING. AFTER THOSE WHO ARE IN
THEIR ROOM. UM WE ARE PROVIDING
TESTIMONY VIA TELECONFERENCE.
THE NUMBER IS 877692. PIN NUMBER
IS 185011. THANK YOU.
THANK YOU VERY MUCH FOR
ASSEMBLYMEMBER'S AND PANELISTS
FOR HAVING THIS VERY IMPORTANT
SESSION TODAY. MY NAME IS
KATHERINE CAMPISI AND A FORMER
DIRECTOR OF THE DEPARTMENT OF
REHABILITATION SEVERAL PEOPLE
BEFORE JOE XAVIER. I'M HERE TO
TALK SPECIFICALLY ABOUT
EMPLOYMENT IN STATE GOVERNMENT.
FOLLOWING MR DOT I'M ALSO A
BOARD MEMBER OF THE ASSOCIATION
OF CALIFORNIA STATE EMPLOYEES
WITH DISABILITIES. WE WANT TO
THANK YOU FOR HAVING THIS
HEARING, BUT WE WANT TO SAY THAT
THE DECLINE AND EMPLOYEES WITH
DISABILITIES IN STATE CIVIL
SERVICE IS TOTALLY UNACCEPTABLE.
I RETIRED SEVERAL YEARS AGO, AND
AT THE TIME THAT I WAS WORKING,
THERE WERE MORE PEOPLE WITH
SIGNIFICANT AND MOST SIGNIFICANT
DISABILITIES IN STATE SERVICE
THAN THERE ARE NOW WE ARE
OFFERING A SYMPOSIUM WHICH WE
WILL VERY MUCH A FOLLOW UP AND
INVITE YOU TO ON TRAINING
DEPARTMENTS ON DISABILITY
EMPLOYMENT. AND JUST TO GIVE YOU
AN EXAMPLE WE HAVE BEEN SEEKING
A DEPARTMENT WHICH IS DOING A
VERY GOOD JOB IN PROVIDING
REASONABLE ACCOMMODATION AND
ASKING AFTER ASKING SEVERAL
EXPERTS OTHER THAN THE
DEPARTMENT OF REHABILITATION,
AND THEY CANNOT BE THE ONLY
DEPARTMENT IN STATE SERVICE THAT
DOES A GREAT JOB AT PROVIDING
REASONABLE ACCOMMODATION, BUT NO
ONE IS ABLE TO COME UP WITH AN
EXAMPLE OF A DEPARTMENT WHICH IS
GOOD AT PROVIDING REASONABLE
ACCOMMODATION. THIS IS SIMPLY
UNACCEPTABLE. THE OTHER THING I
WANT TO TELL YOU IS THERE ARE
NUMEROUS REPORTS GOING. I WAS
WITH GOVERNOR DAVIS WHEN HE
STAND THE BILL MAKING CALIFORNIA
A MODEL EMPLOYER IN ITS OWN
STATE GOVERNMENT. UNFORTUNATELY
AS BOBBY SAID, WE HAVE FALLEN
SHORT. THERE ARE NUMEROUS
REPORTS THAT HAVE BEEN DONE BY
STATE AGENCIES WITH PARTNERSHIPS
WITH OTHER STAKEHOLDERS IN THOSE
HAVE VERY MUCH A LOT OF THE
RECOMMENDATIONS OF JUST SAT ON
THE SHELF AND WE WOULD URGE YOU
TO PULL THOSE FORWARD TO MAKE A
LEGISLATIVE AGENDA. YOU THE
LEGISLATURE HAVE THE ABILITY TO
HOLD STATE DEPARTMENTS AND THE
STATE GOVERNMENT ACCOUNTABLE AND
WE ASK YOU TO DO THAT.
CALIFORNIA IS A REALLY WONDERFUL
AND CAN BE A MODEL EMPLOYER. IT
HAS SYSTEMS IN PLACE TO PROVIDE
ACCOMMODATIONS. BUT IT'S
FOLLOWING VERY SHORT. AND WE ASK
YOU TO KEEP IN MIND AND WE'RE
HERE TO WORK WITH YOU I WOULD
COMMIT ON BEHALF OF AC SAID THAT
WE WOULD LOVE TO HAVE A
LISTENING SESSION OR ANYTHING
ELSE THAT CAN HELP YOU MORE.
FULLY UNDERSTAND THE ISSUES THAT
EMPLOYEES WITH DISABILITIES
FACE. THANK YOU SO MUCH. I COULD
PUT UP. GOOD AFTERNOON. UH JUROR
ORTEGA AND MEMBERS OF THE
COMMITTEE. UH MY NAME IS RALPH
BLACK. UH I'M A RETIRED, UH,
STATE EMPLOYEE FOR 30 YEARS OR
SO I WORKED AS AN ATTORNEY FOR
VARIOUS STATE AGENCIES, UH, MOST
OF THAT TIME AS THE CHIEF
COUNSEL FOR THE CALIFORNIA
COMMUNITY COLLEGES. UM HAS A
MEMBER OF THE ASSOCIATION OF
STATE EMPLOYEES WITH
DISABILITIES. I WANNA SECOND. UH
MANY OF THE COMMENTS THAT OUR
PRESIDENT BOBBY DUTTA, AND, UH,
CATHERINE CAMPISI HAVE MADE BUT
I WANNA, UH, SPECIFICALLY
FOCUSED ON ONE ISSUE, WHICH I
THINK IS IMPORTANT AND THAT IS
TRYING TO PROVIDE PROGRAMS THAT
WILL ASSIST EMPLOYERS IN FEELING
COMFORTABLE WITH HIRING PEOPLE
WITH DISABILITIES, BOTH IN
PUBLIC AND PRIVATE SECTORS, THE
DEPARTMENT OF REHABILITATION AND
NUMBER OF YEARS AGO HAD A
PROGRAM WAS CALLED THE CAREER
OPPORTUNITY DEVELOPMENT PROGRAM,
AND WHAT IT DID WAS TO AH, THEY
WOULD GO TO AN EMPLOYER AND SAY
WE HAVE A QUALIFIED INDIVIDUAL
WITH A DISABILITY HERE WILL PAY
THEIR SALARY FOR SIX MONTHS OR
NINE MONTHS. IF YOU COMMIT TO
KEEPING THEM ON THE JOB,
ASSUMING THEY DO A GOOD JOB
DURING THIS INITIAL TRIAL PERIOD
, AND THAT WAS DISCONTINUED BACK
IN THE 19 NINETIES. THE THEORY
WAS WELL. THE AMERICANS WITH
DISABILITIES ACT IS PASSED, SO
WE'RE GOING TO HAVE AN END TO
ALL EMPLOYMENT DISCRIMINATION.
THE WORLD'S GOING TO BE
WONDERFUL, AND COMPANIES ARE
GOING TO BE HIRING PEOPLE WITH
DISABILITIES. BUT AS WE KNOW
THAT HASN'T REALLY TURNED OUT TO
BE THE CASE. THAT'S WHY WE'RE
ALL HERE TODAY AND BOTH IN STATE
GOVERNMENT AND IN THE PRIVATE
SECTOR. THERE ARE STILL
EMPLOYERS AT ARE RELUCTANT TO
TAKE A CHANCE ON HIRING A PERSON
WITH A DISABILITY. THANK YOU
HEARD ABOUT SMUD AND THE
DEPARTMENT OF REHAB AND
DEVELOPMENTAL SERVICES OFFERING
THESE KINDS OF SUPPORT, SO WE
NEED TO BRING THAT PROGRAM BACK
AND MAKE IT AVAILABLE FOR MORE
PEOPLE FOR YOUR COMMENTS, QUICK
REMINDER. WE ARE LIVING IN
COMMENTS COMMENTS TO ONE MINUTE.
I DO NOT LIKE HAVING TO CUT YOU
OFF. SO THANK YOU. MADAM CHAIR
MEMBERS. THANK YOU. MY NAME IS
CARL LONDON. I'M HERE TODAY
REPRESENTATIVE ALLIANCE
SUPPORTING PEOPLE WITH I D D.
FIRST OF ALL I WANT TO
CONGRATULATE YOU AND YOUR STAFF.
IN PARTICULAR AND PUTTING
TOGETHER A VERY DIVERSE UH,
PANEL OF PRESENTERS TO DO IS
ACTUALLY QUITE INTERESTING TO
LISTEN TO ISSUES FROM OTHER
PARTS OF THE SECTOR THAT I DON'T
NORMALLY FOLLOW TO HEAR WHAT
THEY HAD TO SAY. SO GOOD JOB ON
THAT. UM WITH REGARDS TO PEOPLE
WITH INTELLECTUAL DEVELOPMENT
DISABILITIES, I WOULD ENCOURAGE
YOU TO LOOK CLOSELY AT THIS ONE
CHART THAT WAS PRESENTED TO YOU
THE STATE COUNCIL CHART, AND IT
SHOWS THE LEVEL OF EMPLOYMENT OF
THE VARIOUS POPULATIONS. WHAT
SHOULD BE REALLY CONCERNING AND
AS A GOOD STARTING POINT FOR ALL
OF US TO THINK ABOUT HIS BACK IN
2013. WE ADOPTED IN CALIFORNIA
THROUGH LEGISLATION AND
EMPLOYMENT, FIRST POLICY FOR THE
STATE OF CALIFORNIA FOR PEOPLE
WITH INTELLECTUAL AND
DEVELOPMENTAL DISABILITIES. IN
OTHER WORDS, THE TOP PROPERTY
WHAT WE'RE SUPPOSED TO DO IS TO
HELP PEOPLE WITH DISABILITIES
FIND AND KEEP A JOB. WHAT'S
INTERESTING IS THAT IN THAT 10
YEAR PERIOD FROM 2013 TO TODAY,
WELL, WHAT'S REALLY ALARMING IS
THE EMPLOYMENT RATE IS PRETTY
MUCH THE SAME. SO THIS
LEGISLATURE AND I KNOW DR
ARAMBULA HAS REALLY DUG IN ON
THIS OVER THE PAST FEW YEARS,
AND WE'RE GONNA MISS HIS
LEADERSHIP IN SOME OF THE
POSITIONS AROUND THAT, BUT, UM,
WHAT HAPPENS HERE IS THAT WE
DON'T ASK OFTEN THE FOLLOW UP
QUESTIONS AND DO THE OVERSIGHT
AND ASK WHAT HAPPENED ALL THE
MONEY WE GAVE YOU TO DO THIS
VARIOUS PROGRAMS. WHAT WERE THE
OUTCOMES? DID THEY WORK? HOW
WELL DID THEY WORK? HERE'S A
GREAT EXAMPLE FOR YOU 10 YEARS
WITH AN EMPLOYMENT FIRST POLICY
IN THE STATE OF CALIFORNIA, AND
WE HAVE MADE NO IMPROVEMENT.
THAT SHOULD BE SHOCKING TO
PEOPLE IN OUGHT TO MAKE ALL OF
YOU INTERESTED IN DOING THE
OVERSIGHT TO ASK THESE GUYS
TOUGHER QUESTIONS AS WE GET RID
OF 14 C. WHICH MR ALLEN, HE
STARTED TO TALK ABOUT THE
PROGRAM THAT GETS RID OF SUB
MINIMUM WAGE OPPORTUNITIES THAT
PEOPLE HAVE CHOSEN TO BE IN THE
NEXT QUESTION IS GOING TO BE AS
WHERE DO THEY GO AND ASK FOR THE
DATA ON THAT. CURRENTLY THEY
TALKED ABOUT HOW THOSE PROGRAMS
HAVE LESSENED AND GONE AWAY.
THEY'VE SEEN THE WRITING ON THE
WALL 17,000. PEOPLE WITH
INTELLECTUAL AND DEVELOPMENTAL
DISABILITIES HAVE GONE FROM
HAVING A JOB. TO NO JOB. THE
DATA ARE THERE, YOU HAVE TO ASK
FOR IT, AND WE HAVE TO ASK THE
FOLLOWING QUESTION. WHY IS THAT?
WHERE ARE THEY GOING? TURNS OUT
THAT MOST OF THEM ARE GOING TO A
MORE EXPENSIVE MODEL FOR DAY
PROGRAMS. I WANT TO URGE YOU TO
DIG IN ON THE DATA ON THIS AS
YOU GO ALONG. THANK YOU VERY
MUCH. GOOD AFTERNOON. DANIEL
CHERYL. WITH S E I U LOCAL 1000
WANTED TO THANK YOU, MADAM CHAIR
ORTEGA AND STAFF OR ORGANIZING
THIS WONDERFUL HEARING REALLY
APPRECIATE THE ATTENTION AND
FOCUS, ESPECIALLY IN REGARDS TO
STATE SERVICE AND THE CHALLENGES
WE HAVE WITH EMPLOYMENT AND
MOSTLY, I JUST WANTED TO MAKE A
COMMENT HOW PROUD LOCAL 1000 IS
TO REPRESENT THE EDUCATORS AT
THE SCHOOL OF THE DEATH. IN
FREMONT AND RIVERSIDE, AND HOW
WE LOOK FORWARD TO WORKING WITH
YOU IN THE COMING BUDGET CYCLE
TO ENSURE THAT THEY ARE
ADEQUATELY FUNDED AND WE'RE ABLE
TO PRIORITIZE MANY OF THE
ACCESSIBILITY ISSUES THAT ARE
MEMBERS SILAS BROUGHT UP IN HIS
PRESENTATION TODAY, SO THANK
YOU. I'M TERRY MEMBERS, TERESA
ANDERSON ON BEHALF OF THE
CALIFORNIA POLICY CENTER FOR
INTELLECTUAL AND DEVELOPMENTAL
DISABILITIES. JUST WANT TO SAY
THANK YOU FOR HAVING SUCH A
COMPREHENSIVE HEARING EMPLOYMENT
OF PEOPLE WITH DISABILITIES,
SUCH A COMPLEX ISSUE AND SOME OF
THE ISSUES THAT CAME UP TODAY
THAT WE'RE REALLY INTERESTED IN
FOCUSING ON IS HOW WE
INCENTIVIZE EMPLOYMENT. UM AND
ADDRESS SOME OF THE COMPLEXITIES
WITH THE ISSUE AROUND BENEFITS
AND PEOPLE BEING INCENTIVIZED TO
NOT WORK IN OUR SPACE. SO THANK
YOU VERY MUCH. I APPRECIATE
EVERYBODY'S TESTIMONY TODAY. HI
GOOD AFTERNOON, BARRY GIARDINI
WITH THE CALIFORNIA DISABILITY
SERVICES ASSOCIATION. THANK YOU,
MADAM CHAIR MEMBERS OF THE
COMMITTEE. NICE TO SEE YOU TODAY
AND THANK YOU SO MUCH FOR THIS
REALLY WONDERFUL HEARING. IT'S
SUCH A BREATH OF FRESH AIR TO
REALLY GET TO LAY OUT SOME OF
SOME OF THESE ISSUES. I WANT TO
TOUCH ON JUST TWO THINGS. I WILL
STAY WITHIN THE MINUTE
TIMEFRAME. IF I DON'T JUST KICK
ME OUT. THE FIRST IS REALLY I
REALLY APPRECIATED THE
CONVERSATION AROUND THE
COMMENSURATE WAGE MINIMUM SUB
MINIMUM WAGE CERTIFICATES. AND
THE NEED FOR US TO BE
THOUGHTFUL. WE ARE FACING A VERY
RAPIDLY APPROACHING DEADLINE.
AND I THINK TO MR BALLETS POINT
I THINK HE OUTLINED IT REALLY
WELL, WE'RE TALKING ABOUT
THOUSANDS OF PEOPLE WHO HAVE
MADE A CHOICE FOR THEIR LIVES,
AND WE WANT TO MAKE SURE THAT
THAT TRANSITION IS A SOFT AND
SMOOTH AS POSSIBLE SO THAT WE
DON'T LOSE THOSE OPPORTUNITIES
FOR EMPLOYMENT. WE'RE RUNNING
OUT OF TIME IS THE STATE OF
CALIFORNIA. SO THAT'S WHY I WAS
SO EXCITED ABOUT THIS HEARING,
KNOWING THAT THE LEGISLATURE IS
INVOLVED AND ENGAGED. THE
DEPARTMENTS ARE HERE FROM REHAB
AND DDS. I THINK WE REALLY ALL
NEED TO WORK TOGETHER TO MAKE
SURE THAT WE'RE NOT TAKING AWAY
OPPORTUNITIES FROM PEOPLE. THE
SECOND THING IS REALLY JUST MORE
FUNDAMENTALLY AROUND. EMPLOYMENT
FOR INDIVIDUALS WITH I D D TO MR
LONDON'S POINT. WE'RE NOT MAKING
A LOT OF PROGRESS. WE'RE TRYING
HARD. I THINK THAT EVERYONE'S
HEARTS ARE IN THE RIGHT PLACE,
BUT WE'RE JUST NOT GETTING
THERE. THINK IT'S TIME TO.
REALLY LOOK AT HOW WE'RE DOING.
EMPLOYMENT GENERALLY. HOW WE'RE
FUNDING IT. ARE WE PAYING RATES
THAT ARE ADEQUATE TO INCENTIVIZE
PROVIDERS TO GO INTO TRYING TO
GET PEOPLE INTO COMPETITIVE AND
INTEGRATED EMPLOYMENT? ARE WE
FOCUSING ON PROVIDING INCENTIVES
AND HIGHER RATES FOR THOSE MAYBE
TRANSITIONING OUT OF WORK
ACTIVITY PROGRAMS OR THAT HAVE
MORE BARRIERS TO EMPLOYMENT? I
THINK IT'S TIME FOR A RETHINK,
MAYBE LOOKING AT A REPORT OR A
STUDY. FOR EMPLOYMENT RATES. HOW
ARE OTHER STATES DOING IT?
BECAUSE THEY'RE SEEING MORE
SUCCESS AND WE ARE HERE IN
CALIFORNIA WILL BE A GREAT TIME
FOR US TO REALLY DIG IN ON THIS
OVER THE NEXT COUPLE OF MONTHS.
I LOOK FORWARD TO DOING THAT
WITH YOU AND THANK YOU AGAIN.
THANK YOU, MADAM CHAIR AND
SELECT COMMITTEE MEMBERS. MY
NAME IS SARAH VERITY. I
REPRESENT ABILITY, PATH AND
NONPROFIT ORGANIZATIONS SERVING
INDIVIDUALS WITH I D D
INSANITARY AND SANTA CLARA
COUNTIES FOR 103 YEARS WE'VE HAD
A VERY DIFFICULT TIME HIRING JOB
COACHES DUE TO INSUFFICIENT
RATES PAID BY THE DEPARTMENT OF
DEVELOPMENTAL SERVICES, CREATING
A SIGNIFICANT BARRIER TO
EMPLOYMENT FOR THE PEOPLE WE
SERVE. IN FACT, IS SILICON
VALLEY EMPLOYERS RETURNED TO
WORK WERE CONTACTED BY
APPROXIMATELY 60 EMPLOYERS
LOOKING TO HIRE OUR PARTICIPANTS
, BUT WITHOUT A JOB COACH TO
SUPPORT THEM ON THE JOB. WE'RE
UNABLE TO FULFILL THOSE
REQUESTS. AND ANOTHER BARRIER TO
IS THE LACK OF FUNDING FOR JOB
DEVELOPMENT, WHICH IS ABSOLUTELY
NEEDED FOR MATCHING THE SKILLS
OF A PERSON WITH THE RIGHT
EMPLOYMENT. IT CAN TAKE WEEKS IF
NOT MONTHS TO FIND THE RIGHT JOB
, DEVELOPED THE RELATIONSHIP AND
PROVIDE TRUE PERSONS ENTER
PLANNING. THANK YOU. GOOD
AFTERNOON MEMBERS. MY NAME IS
DAN OCON FAST AND THE PUBLIC
POLICY MANAGER FOR THE
CALIFORNIA FOUNDATION FOR
INDEPENDENT LIVING CENTERS. WE
ARE A NETWORK OF 20. FIVE
INDEPENDENT LIVING CENTERS
ACROSS THE STATE. THESE INDEPENT
LIMITS CENTERS ARE SET UP TO
PROVIDE SERVICE AND SUPPORTS FOR
PEOPLE WITH DISABILITIES IN THE
COMMUNITIES. THE MISSION OF PHIL
C. TO INCREASE ACCESS AND EQUAL
OPPORTUNITY FOR PEOPLE WITH
DISABILITIES BY BUILDING THE
CAPACITY OF R I. L C S UM, LAST
YEAR WE SERVED OVER 26,000
INDIVIDUALS IN OUR INDEPENDENT
LIVING CENTERS PROVIDING OVER
160,000 SERVICES AND OVER 53,000
OF HOURS OF COMMUNITY SERVICE.
AND ONE OF THE THINGS I WANT TO
FOCUS ON IS THAT ALL OF OUR LCS
ONE OF THEIR CORE SERVICES TO
PROVIDE EMPLOYMENT SERVICES, AND
THAT CAN BE INTAKE AND GOLD
PLANNING FOR THE INDIVIDUAL. HE
SET UP AN INDIVIDUAL PROGRAM TO,
UM UM, ASSESS THE INDIVIDUAL
SKILLS AND WHAT KIND OF CAREER
PATHS THAT CAN GO INTO. WE ALSO
ADDRESS EMPLOYMENT PREPARATION,
JOB DEVELOPMENT, PLACEMENT AND
RETENTION SERVICES. ALL THIS IS
OPERATED ON A SHOESTRING BUDGET.
AND IN ALL OF OUR CENTERS BE
GOOD. A LITTLE BIT OF FUNDING
FROM D O R. A AND OTHER SOURCES
HERE IN FEDERAL AND STATE. AND
WE COULDN'T DO WITHOUT IT. SO
WHEN IT COMES TIME FOR NEXT
YEAR'S BUDGET, WE REALLY NEED TO
PROTECT THE SERVICES THAT WE
PROVIDE. SO I APPRECIATE YOUR
SUPPORT. THANK YOU. WE WILL NOW
GO TO THE PHONE LINE. DO WE HAVE
ANYONE ON THE PHONE LINE? THANK
YOU. FOR PUBLIC COMMENT. YOU
MIGHT PRESS ONE AND THEN ZERO.
WE WILL GO TO LINE 15. YOUR LINE
IS OPEN. THANK YOU. GOOD MORNING
, OR SHOULD I SAY GOOD AFTERNOON
, STEVE CARRELL WAS SILICON
VALLEY INDEPENDENT, LIVING
THROUGH A GOOD DEGREE MORE WITH
MY LEARNED COLLEAGUE DAN OPEN
FOOT FROM THE IOC HAS SAID. I
WILL ADD AN ADDITIONAL PIECE IN
THE PUZZLE. AND JANE, IT, UM IF
THIS WAS A VERY INTERESTING
CONVERSATION. AND WHERE WE
CONCENTRATED ON LOOKING AT THE
EMPLOYERS, EMPLOYEES. WE HAVEN'T
REALLY LOOKED AT THE UM THE, UM,
THE PRACTICE OF WELL, THE
PRACTICE OF JOB COACHING BUT IT
HAS INTERVIEW SKILLS AND
INTERVIEWING. SO. MOVE FROM
FOLKS LIKE MYSELF WHERE MY
DISABILITY IS VERY VISUAL. I USE
A WHEELCHAIR. UM. A LOT OF FOLKS
HAVE, UM, THEY CAME AROUND
INVISIBLE DISABILITIES, AND
SOMETIMES THEY GROW UP TO THE
CONVERSATION DURING INTERVIEW
AND SOMETIMES NOT. WE NEED TO
HELP THE EMPLOYERS LEARN HOW AND
UNDERSTAND HOW OKAY. DISABILITY
SHOULD NOT MATTER SHOULD NOT BE
A CONCENTRATION. ON THE
DISABILITY WERE ON THE ABILITY
AND EARLY EDUCATION AND SKILLS
OF THAT INDIVIDUAL. UM TRYING
TO, UH, WOULD BE EMPLOYED BY
THAT COMPANY. SO YOU KNOW, WE
NEED TO LOOK AT THE WHOLE
PICTURE. NO. WHAT DID YOU PIECES
THE ELEPHANT IS A VERY LARGE
ELEPHANT. A LOT OF DIFFERENT
PIECES TO THAT ELEPHANT. WE NEED
TO LOOK AT ALL OF THEM. THANK
YOU. THANK YOU. NEXT WE'LL GO TO
LINE 13. YOUR LINE IS OPEN. GOOD
AFTERNOON, CHAIRPERSON ORTEGA
AND MEMBERS OF THE COMMITTEE. MY
NAME IS SCOTT RICHMOND. AND I'M
ONE OF THE PAST PRESIDENT OF THE
STATE EMPLOYEES ASSOCIATION WITH
DISABILITIES. I HAVE TWO
REQUESTS OF YOU. UM AND THEIR
SPECIFIC TO EMPLOYMENT AND STATE
GOVERNMENT. UM WHAT I HOPE YOU
WILL DO AS YOU CRAFT STATE
POLICY ON THE EMPLOYMENT OF
PEOPLE WITH DISABILITIES. IS FEW
REQUIRE ENGAGEMENT WITH THE
DISABILITY COMMUNITY. AS
EXECUTIVE DEPARTMENT MAKE AND
IMPLEMENT POLICIES THEY OFTEN DO
SO IN A VACUUM. AND WE AS PEOPLE
WITH DISABILITIES ARE NOT
CONSULTED OR GIVEN THE
OPPORTUNITY TO PROVIDE INPUT.
THE OTHER POINT THAT I WOULD
STRESS IS THAT THERE BE
ACCOUNTABILITY. THAT THERE BE
CLEAR GOALS AND OBJECTIVES SET
UM THAT THERE BE CLEAR TIMELINES
AND IMPLEMENT IMPLEMENTATION
STRATEGIES. UM AND THAT, UM
THERE ARE. PEOPLE AT SENIOR
LEVELS IN MANAGEMENT THAT ARE
HELD ACCOUNTABLE FOR THE
ACHIEVEMENT OF THOSE SCHOOLS AND
STRATEGIES. THANK YOU VERY MUCH.
THANK YOU. THANK YOU NEXT OR GO
ONLINE TO 16. GOOD AFTERNOON,
HERR ORTEGA AND MEMBERS. MY NAME
IS LISA COOLEY. I'M A 54 YEAR
OLD AFRICAN AMERICAN WOMAN WHO
HAVE A DEVELOPMENTAL DISABILITY
CALLED CEREBRAL PALSY, ONE OF
THE THINGS THAT NEEDS TO HAPPEN
THE RATE OF PEOPLE WHO HAVE
DEVELOPMENTAL DISABILITIES. SUCH
AS CEREBRAL PALSY AND OTHER
DEVELOPMENTAL DISABILITIES TO
GET EMPLOYED IN PUT IN EMPHASIS
ON HAVING FAITH RELIABLE AND
IT'S TESTABLE BACKUP
TRANSPORTATION BECAUSE WITH
TYPICAL DEMAND OR SPOTS TO
TRANSPORTATION, ALSO KNOWN AS
THIRD TRANSIT, YOU YOU ARE LUCKY
IF YOU GET TO WORK. ONE TIME.
LATE OR EARLY. AND IN ORDER TO
WANT. FULL TIME OR PART TIME AND
BE SUCCESSFUL. YOU NEED TO PROVE
TO AN IMPORTANT THAT PEOPLE GET
TO AND FROM WORK ON TIME TO
SUCCESSFULLY DO YOUR JOB DUTIES
DURING THE WORKDAY. THANK YOU.
THANK YOU. YOU HAVE ANY MORE
PUBLIC COMMENT? YOU MAY PRESS
ONE AND THEN ZERO. AND WE HAVE
NO FURTHER PUBLIC COMING. QUÊ.
THANK YOU. UM THIS CONCLUDES
THEIR COMMITTEE HEARING TODAY. I
WANT TO THANK ALL OF OUR
PANELISTS, OUR STAFF AND OUR
MEMBERS, UH, OF THE PUBLIC WHO
CALLED IN OR PARTICIPATED HERE
IN THE HEARING ROOM. YOU KNOW, I
AM COMMITTED TO WORKING. I'VE
HEARD VERY LOUD AND CLEAR ABOUT
THE ISSUES THAT ARE HAPPENING
AND BARRIERS TO EMPLOYMENT
WITHIN THE DISABILITY COMMUNITY,
AND THAT INCLUDES LOOKING AT
OURSELVES AS A STATE AND HOLDING
OURSELVES ACCOUNTABLE TO ONE
NEEDS TO HAPPEN TO ENSURE THAT
WE ARE A STATE THAT LEADS THE
REST OF THE NATION, SO YOU HAVE
MY COMMITMENT TO CONTINUE THIS
DIALOGUE ALONG WITH THOSE OF MY
COLLEAGUES WHO ARE HERE TODAY,
ASSEMBLYMEMBER'S CARLA JACKSON
ELONIS, A RAMBLING GALLAGHER WHO
SEE THIS AS A BIPARTISAN ISSUE
AND WHO ARE COMMITTED TO WORKING
WITH ME AS WE HEAD INTO THE NEXT
YEAR, AND MANY YEARS AFTER THAT.
BECAUSE THERE'S CLEARLY A LOT OF
WORK TO BE DONE. BUT THERE'S
ALSO A LOT OF HOPE. I SAW A LOT
OF HOPE. I SAW A LOT OF GREAT
THINGS HAPPENING IN OUR
COMMUNITIES AND OUR DISTRICTS IN
OUR STATE THAT GIVE ME NOT ONLY
THE YOU KNOW THE WILLINGNESS TO
CONTINUE TO FIGHT TO CONTINUE TO
MAKE A DIFFERENCE, BUT ALSO TO
HIGHLIGHT ARE THE AMAZING PEOPLE
THAT ARE THAT MAKE OUR WONDERFUL
STATES SUCH A DIVERSE AND
BEAUTIFUL PLACE TO LIVE IN. SO
THANK YOU ALL FOR COMING. AND I
APPRECIATE WHERE I LOOK FORWARD
TO WORKING WITH ALL OF YOU.