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Show HILL TOP TIMES Page 10 October 10, 1980 Handicapped are essential pari of nation's workforce Emphasis on the handicapped has increased the last few years with projects directed toward employing and retaining them. These types of people are appearing more and more' in business and industry, proving how productive they can be and becoming an essential part of the work force. The Handicap Placement Program was established to provide continued employment for the severely handicapped or for those individuals who become physically disqualified from the performance of their position. more positive approach towards placement and retention of the handicapped A is necessary: Full cooperation between management and employees is needed. All possibilities of job reengineering and special employment considerations should be evaluated. Where feasible, interorganizational placement or reassignment should be looked myytrmwy- p;m ' . . . the program good is it?" It does a lot of good. Exclusion of all dogs would prevent some blind people from cashing a check, mailing a letter or -- performing even the simplest task. No one would deliberately prevent another from schooling or travel. Yet unthinking attitudes or lack of awareness can have the same effect. Stairs are an everyday part of life to people who can walk, but an insurmountable barrier to those in wheelchairs. Until public facilities ' ' ::::' y :y are provided with ramps, they aren't truly "public." Many department or grocery stores advertise their convenience, but are actually convenient only to those who can reach top shelves, bottom rows or the backs of wide freezers. During emergencies, we rely on public announcements over the radio or public address systems. What provisions are made, for those who can't hear the warnings? We cater to the average and make no allowance for the unusual. By restricting any group of individuals, we hurt them and ourselves. The next time you see that sign in a window, think. And be glad one more don't laugh (AFNS) barrier has been removed. mmmMmmmi ; ' i- i. ,,, m.n. im nr. i..riIM - Matching people with fobs v - Carol Smith (I) visits Adolph Martinez at the Weber Vocational Workshop, discussing some of his skills that may lead to an appointment to a fob on base. Mrs. Smith Is the Handicapped Monitor In Civilian Personnel who Is responsible for soliciting and matching people with fobs, despite their handicaps. (U.S. Air Force Photo) : ?m.m. ..- . - As parf of her duties as the base Handicapped Monitor In Civilian Personnel, Carol Smith (r) visits the Weber Vocational Workshop looking for potential employees to fill certain jobs. She visits with Marie Kone who has been undergoing training In anticipation of obtaining a government position. (U.S. Air Force Photo) omidiivD(aliLD(siD yirodleirGfrsiradlnfflg) s oeirDooCxs slhioiroinraSinigj 0 People who wear glasses are called nearsighted or farsighted. But blind people are called handicapped. Some people stutter. That's an impediment. People who are mute are called handicapped. People who are hard of hearing have inconveniences, but deaf people are handicapped. We are all handicapped, in some way. Some of us lack legs, some lack education. all have weaknesses, problems and shortcomings.. If we can see - these as handicaps, we can better understand the problems of people who are labeled handicapped. And if we can stop putting labels on these people, we can see them as individuals. That's what Handicapped Awareness Week is all about understanding individuals. We . , AFLC com miffed to man y architectural "We in AFLC are committed to the goal of equal employment opportunity for the handicapped, and to the fullest extent possible, we will make every effort to insure V that it exists." That's the word from Air Force Logistics Command's selective placement coordinator, Connie L. Jones. She's a personnel staffing specialist in the Directorate of Civilian Personnel. Ms. Jones said that during this year and next year AFLC, along with all other federal agencies, is concentrating its efforts upon identifying and systematically eliminating architectural barriers. "Historically," she said, "architectural barriers have hindered7 employment of the handicapped more than any other single Installations throughout AFLC have begun to identify architectural barriers. And time-phasplans for barrier removal have been developed. Carol Smith, Civilian Personnel Handicap Monitor, said here that under the Affirmative Action Program, the Civil Engineering Branch has conducted a cost survey study on the base for modifications of buildings to remove barriers unnecessarily exclude or limit disabled persons because of job structure or design or because of architectural, transportation, communication, procedural or attitudinal barriers; and Employment of disabled persons in a broad range of occupational series and grade levels ed eliminate some of the architectural barriers. "Now we're waiting for approval for the funds," she said. All federal agencies must, by law, develop and implement affirmative action plans for employment of handicapped individuals. Ms. Jones said that the results of affirmative action are measured in terms of two major objectives: (AFNS) Developing agency policies that do not factor." ; :' the handicapped, wherever feasible. This plan is to assure that gf eater achievements in the employment an utilization of the handicapped are metv To achieve wholehearted endorsements and support at every level of management, managers, staff office officials and supervisors - are required "to objectively implement their own internal programs toward achieving the objectives of this plan. "Hire the Handicapped. It's Good Business." iiiiiiiiiiiipf- " :y:: requires Att Rude moves obstacles The people laughed, "A blind person can't see the sign and a dog can't read it, so what ymymymymmyyyymm ?f the full understanding and ; cooperation of all managers and employes in the acceptance of of think People smiled when they saw the bank's new sign: "No dogs except Seeing Eye dogs allowed in this building." : at very closely. The handicapped person needs guidance and assistance. Ability to do the work is the key word. Handicapped individuals, given the opportunity, make good employees. The Air Force has implemented an Affirmative Action Program- - for the employment of the handicapped. The success - ' T ointinf',.ii Don't lauah 4i . commensurate with ' their qualifications. AFLC's selective placement coordinator pointed out that the Civil Service Reform Act of 1978 designates the Equal Employment Opportunity Commission as the federal agency responsible for affirmative action -plans for the handicapped and for disabled veterans. Formerly, agencies submitted their plans each year to the Civil Service Commission. The commission, in turn, submitted to Congress an annual report regarding practices, achievements and effectiveness of agency affirmative action programs. This turn of events has resulted in "more accountability," said, Ms. Jones. The legislation which requires affirmative action plans also requires agencies to prepare annual reports outlining their efforts and progress.. These requirements are embodied in the Rehabilitation Act of 1973 (Public Law 6 as amended by P.L. and the Vietnam Era Veterans Readjustment Assistance Act of 1974 (P.L. "These laws have strengthened the federal government's selective placement program," said Ms. Jones. (LOGNEWS) 93-11- 2) 93-51- 93-50- . k VA w m |