[NFBOH-Cleveland] Urgent! Urgent! Please Read This Email

[Ali Benmerzouga]

Cleveland,



The July 19, 2019 meeting has been changed to a conference call!



Again, The July 19, 2019 on Friday meeting has been changed to a conference call!



Please Note!



The Friday, July 19, 2019 meeting has been changed to a conference call.



Cleveland, will hold a teleconference call on Friday in stead of meeting at the Cleveland Sight Center. We will still celebrat the ADA by telephone. This was not a decision by the NFB of Cleveland. However, the formalities will be discussed at the meeting on Friday by conference call.



Date: Friday, July 19, 2019

Time: 3:00 PM to 5:00 PM

Teleconference call no:

605-313-4834<tel:605-313-4834>

Code:

246345



Agenda:



National Federation of the Blind of Ohio-Cleveland Chapter



July 19, 2019



Agenda:



Welcome and Role Call:

Cheryl Fields, 2nd Vice President



NFB Pledge:

Rebecca Russell, Member



President Remarks:

Suzanne Turner, President



June minutes are attached:

Ali Benmerzouga, Legislative Chair



Treasurer Report:

Natassha Ricks, Treasurer



Reflections:

2019 NFB National Convention



Celebrating the Americans with Disability Act (ADA)

Wilbert Turner, Legislative Committee Member



Introduction of Visitors:

Ali Benmerzouga, Cleveland Chapter Legislative Chair



Congresswoman Marcy Kaptur: District 10

Nichole Jones, Congressional Assistant to Congresswoman, Marcy Kaptur

Congresswoman Marcia Fudge: District 11

Cameren Harris, Liaison/Field Representative to Congresswoman, Marcia Fudge



Q/A



Please read below the two National Initiatives:



Access Technology Affordability Act

Issue—The cost of critically needed access technology is out of reach for most blind Americans.

The high cost of access technology creates a difficult economic reality.

Most access technology ranges from $1,000 to $6,000. For example, a leading screen reader is $900, a popular Braille note taker is $5,495, one model of a refreshable Braille display is $2,795, and a moderately priced Braille embosser is $3,695. According to the United States Census Bureau 71 percent of blind Americans are either unemployed or underemployed.[1] Consequently, most blind Americans do not have sufficient financial resources needed to purchase these items.[2] These financial barriers can ultimately lead to a loss of employment, insufficient education, or even isolation from community activities.

Medical insurance will not cover the cost of access technology.

Current definitions of "medical care," "medical necessity," and "durable medical equipment" within common insurance policies do not include access technology. These definitions were adopted in the 1960s “when medical care was viewed primarily as curative and palliative, with little or no consideration given to increasing an individual's functional status.”[3] Many states’ Medicaid programs and individual health insurance plans have adopted similar definitions and likewise will not cover the cost of access technology.[4]

Access technology enables blind Americans to participate in today’s workforce.

Blindness is well-defined and measurable,[5] but affects each person differently and at different ages. Since individuals’ needs differ, manufacturers have designed various tools that enable each blind American to perform tasks that they were once unable to accomplish themselves due to their blindness. Braille note takers are frequently used in schools, screen reading software allows workers to check their email at home, and screen magnification software can help seniors losing vision learn about community activities. Access technology equips blind Americans to seek employment and stay employed. For the 71percent of blind Americans who are either unemployed or underemployed, it is a vehicle that facilitates the job seeking process. Despite this critical need however, public and private entities struggle to meet consumer demand.[6] This leads to untimely delays in the delivery of necessary technology and ultimately harms the blind consumer.

Solution—The Access Technology Affordability Act:

Makes access technology more affordable so that blind Americans can procure these items for themselves.

It establishes a refundable tax credit for blind Americans in the amount of $2,000 to be used over a three-year period to offset the cost of access technology. The credit created by ATAA will sunset after five years, and will be indexed for inflation.

Provides flexibility for individuals to obtain access technology based upon their specific needs.

Accessibility requires an individualized assessment of one’s own skills and needs. Therefore, blind Americans should be given the opportunity to procure access technology on their own to ensure that they are receiving the tools that are most useful for them.

Historically, Congress has implemented tax incentives (e.g., Disabled Access Credit) for business owners required to make accommodations, including access technology, for employees and patrons with disabilities.

Even though Congress created these tax incentives to increase accessibility in the community, these incentives are underutilized.[7] Meanwhile, blind Americans primarily depend on public and private entities to procure access technology for them.

Goal—Improve affordability of critically needed access technology necessary for employment and independent living.

More Information

For more information on the Access Technology Affordability Act, contact:

Kimie Eacobacci, Government Affairs Specialist, National Federation of the Blind
Phone: 410-659-9314, extension 2441<tel:410-659-9314;2441>
Email: keacobacci at nfb.org<mailto:keacobacci at nfb.org>

Learn more about the National Federation of the Blind's 2019 legislative agenda<https://nfb.org/2019-legislative-agenda/>.

________________________________

[1] See 2016 American Community Survey, www.disabilitystatistics.org<http://www.disabilitystatistics.org>.

[2] Erickson, W., Lee, C., von Schrader, S. (2016). "Disability Statistics from the 2014 American Community Survey (ACS)." Ithaca, NY: Cornell University Employment and Disability Institute (EDI). Retrieved November 11, 2016, from www.disabilitystatistics.org<http://www.disabilitystatistics.org>.

[3] National Council on Disability, “Federal Policy Barriers to Assistive Technology,” (May 31, 2000) 8, http://www.ncd.gov/rawmedia_repository/c9e48e89_261b_4dda_bc74_203d5915519f.pdf.

[4] Assistive Technology Industry Associates, “AT Resources Funding Guide,” https://www.atia.org/at-resources/what-is-at/resources-funding-guide/ (last accessed December 10, 2018).

[5] See 26 U.S.C § 63(f)(4).

[6] See e.g. Department of Education, Rehabilitation Services and Disability Research, “Fiscal Year 2019 Budget Request,” https://www2.ed.gov/about/overview/budget/budget19/justifications/i-rehab.pdf, p. I-63.

[7] U.S. Gen. Accounting Office, Business Tax Incentives: Incentives to Employ Workers with Disabilities Receive Limited use and have an Uncertain Impact 1, at 14, (Dec. 12, 2002)
http://www.unclefed.com/GAOReports/d0339_sum.pdf.





///



Disability Employment Act

Issue—An outdated approach to employment fails to adequately equip workers with disabilities for the challenges of the twenty-first century.

The Javits-Wagner-O’Day Act (JWOD) is a well-intentioned but obsolete law intended to provide employment for people with disabilities through specialized government contracts.

Enacted in 1938, the Wagner-O’Day Act required that government agencies prioritize the procurement of products produced by blind people. In 1971 the program was expanded to become the Javits-Wagner-O’Day Act,[1] and to include nonprofit agencies employing persons who are blind or have other severe disabilities.[2],[3] While the originally intended goals of the program are noble, the current structure falls short of those ideals by failing to equip workers with the necessary skillsets to compete in the twenty-first century workforce.

The work experience provided by the AbilityOne Program does not utilize or teach the skills required for today’s fast-paced digital work environment.

Many workers with disabilities employed under the AbilityOne Program are assigned menial, repetitive tasks, which do nothing to equip them with the skills needed to succeed and advance in a modern workplace. As a result, many of these individuals find themselves trapped in these jobs for years, if not decades, with no real hope to advance or find new employment opportunities elsewhere.

The AbilityOne Program thrives on specialized contracts while at the same time paying employees with disabilities subminimum wages.

Section 14(c) of the Fair Labor Standards Act,[4] passed in 1938, authorizes the Secretary of Labor to issue Special Wage Certificates to certain entities, permitting them to pay workers with disabilities subminimum wages. The vast majority of 14(c)-certificate-holding entities are nonprofit “sheltered workshops” (segregated work environments)[5] that pay over 300,000 workers with disabilities,[6] some as little as pennies per hour.[7] Additionally, the failure of the AbilityOne Commission to adequately manage its own financial resources[8] and display an appropriate level of transparency[9] has eroded public confidence in the program.

AbilityOne sheltered workshops create a segregated work environment that is antithetical to competitive integrated employment.

The current structure requires that the majority of the work performed on AbilityOne contracts is carried out by employees with disabilities at specialized nonprofits.[10] These specialized nonprofits create an artificially inclusive work environment. Additionally, the current structure incentivizes excluding workers with disabilities from advancement to administrative, managerial, or supervisory positions.[11] This results in people with disabilities stagnating in the same job for years or decades without creating opportunities for advancement to employers outside the program. This model also fails by not sharing best practices to employers outside the program in order to broaden its impact.

Solution—The Disability Employment Act:

Will expand bidding opportunities within the program.

The Disability Employment Act will allow for-profit as well as nonprofit entities to bid on contracts through a newly created commission.

Will ensure that workers earn at least the prevailing wage.

The bill will prohibit the use of 14(c) certificates and will require employers to pay workers with disabilities at least the minimum wage, or if greater, the prevailing wage.

Will equip employers with the necessary tools and supports to integrate workers with disabilities.

The bill establishes an Employment Integration Trust Fund to assist employers to meet reasonable accommodation requirements under Title I of the Americans with Disabilities Act. Employers will have access to financial assistance to ensure that the technology they use is accessible; to train design, development, and manufacturing teams on best practices; and to provide the necessary supports required by individuals with other severe disabilities. This will improve disability employment practices across all sectors of employment.

Will better integrate with the Randolph-Sheppard Program.

The bill will honor the Randolph-Sheppard Priority for all military dining contracts, including cafeterias.

Will eliminate the conflicts of interest and lack of accountability in the current program.

The bill will change the composition of the commission, restructure the way the contracts are awarded, and create a trust fund to support the organic integration of workers with disabilities into the mainstream workforce.

Goal—Increase and enhance employment opportunities for people with disabilities. Sponsor the Disability Employment Act.

More Information

For more information on the Disability Employment Act, contact:

Gabe Cazares, Manager of Government Affairs, National Federation of the Blind
Phone: 410-659-9314, extension 2206<tel:410-659-9314;2206>
Email: gcazares at nfb.org<mailto:gcazares at nfb.org>

Learn more about the National Federation of the Blind's 2019 legislative agenda<https://nfb.org/2019-legislative-agenda/>.

________________________________

[1] 41 U.S.C. § 8501 – 8506<tel:8501%20-%208506>.

[2] 41 U.S.C. § 8501(6).

[3] 41 U.S.C. § 8501(7).

[4] 29 U.S.C. § 214(c)(1).

[5] United States Department of Labor. “Wage and Hour Division (WHD) Community Rehabilitation Programs (CRPs) List.” Last modified July 1, 2018. http://www.dol.gov/whd/specialemployment/CRPlist.htm.

[6] National Council on Disability. “From the New Deal to the Real Deal: Joining the Industries of the Future.” October 11, 2018. https://ncd.gov/publications/2018/new-deal-real-deal.

[7] See http://www.nfb.org/time.

[8] Office of Inspector General. Committee for Purchase from People who are Blind or Severely Disabled, Independent Auditor’s Report and Financial Statements for the Years Ended September 30, 2018 And 2017. November 15, 2018. https://www.oversight.gov/report/cppbsd/audit-us-abilityone-commissions-financial-statements-fiscal-years-2018-and-2017.

[9] Id.

[10] 41 U.S.C. § 8501(6)(C).

[11] 41 U.S.C. § 8501(3)(B).



Suzanne Hartfield-Turner, President

NFBOH-Cleveland Chapter

C: (216) 990-6199<tel:(216)%20990-6199>

P: (641) 715-3900<tel:(641)%20715-3900>

Ex: 582705

A: PO Box 141077

Cleveland, Ohio 44114

E: President.NFB.ClevelandOhio at Gmail.com<mailto:President.NFB.ClevelandOhio at Gmail.com>



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The National Federation of the Blind knows that blindness is not the characteristic that defines you or your future. Every day we raise the expectations of blind people, because low expectations create obstacles between blind people and our dreams. You can live the life you want; blindness is not what holds you back.


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