►
Description
Blue Ribbon Committee for People with Disabilities Meeting
A
Anyway,
I
guess
we
can
start
the
city,
Emory
W
Ribbon
committee
for
people
with
disabilities
meeting
for
April,
the
17th
and
I
like
to
call
it
mini
to
order,
and
the
first
thing
we
do
is
review
the
minutes
for
the
last
video
that
we
had,
which
was
held
on
March
20th
about
2019,
and
you
should
have
the
minutes
or
your
copy
of
the
minutes.
And
we
don't.
A
B
A
B
B
We
have
over
seven
persons
attending
the
meeting
and
and
we're
also
making
plans
to
have
a
we
call
a
movie
day.
Maybe
it'll
be
just
a
parish
been
helping
me
a
lot
and
this
project
the
proposed
date
for
this.
For
this
a
movie
day
is
gonna,
be
on
June
the
nineties.
If
everything
goes
well,
June
the
19th
around
1:00
p.m.
D
B
E
B
E
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F
B
B
G
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A
Okay,
there
are
no
other
comments
and
we
can
move
on
to
item
4,
which
is
discussion
possible
action
on
the
next
update
on
public
service
announcements
to
hire
persons
with
disabilities.
The
last
information
that
we
had
was
that
last
meeting
we
had
was
USD.
No
LSD
was
scheduled
to
film
the
following
day
that
we
met
and
USD
was
still
somewhat
pending.
F
And
then
we
film
the
dominoes
with
you,
we
did
get
a
lot
of
content.
We
got
interviews
with
the
students
with
the
vocational
teachers
and
with
the
supervisors,
so
we
have
about
an
hour's
worth.
Wow
I
did
did
a
preliminary
meeting
with
Pak
yesterday
and
we
came
across
some
questions
for
the
committee.
We
did
put
something
together.
That
I
will
show
you
right
now,
but
I'll
provide
you
a
feedback
afterwards.
F
C
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F
So
it
goes
by
really
quick,
it's
30
seconds,
but
we
wanted
to
showcase
working
that
he
enjoys
the
work
that
he
looks
to
to
stay.
You
know
the
level
of
loyalty
that
they
learn
a
task
and
they
want
to
pursue
a
career
with
with
a
certain
employer.
We
did
have
a
question
on
the
end.
We
did
put
that
the
message
is
brought
by
the
Blue
Ribbon
committee.
F
However,
for
resources
we
didn't
know
if
to
place
the
like
SD
number
for
the
student
partnership
and
maybe
encourage
employers
to
go
that
route
or
the
work
you
know,
but
then
that
looks
like
it's
put
by
a
legacy
and
I
don't
know
if
that
would
cause
any
conflict.
I
know
there's
also.
You
know
plenty
of
resources
to
do
workforce
to
also
connect
employers
to
programs
that
would
facilitate
hiring
people
with
disabilities.
But
then
that
would
also
look
like,
maybe
so.
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F
Were
kind
of
add-ins
as
to
what
approach
the
committee
wanted
and
we
just
wanted
clarification
for
that
we
figured
we
could
continue
spots.
You
know
showcasing
the
students
showcasing
the
employer
showcasing
the
teacher.
That's
about
by
the
district
I
would
show
you
the
content,
but
they
gave
it
to
me
and
a
DVD
and
I
can't
play
it
anywhere.
Right
now,
like
perhaps
I
can
connect
with
a
committee
member
that
wants
to
pursue
this
with
me.
They
could
see
all
the
b-roll
we
have
and
then
from
there
derive
whatever
message
you
guys
want
to
do.
F
They
did
a.
It
did.
Take
us
about
two
two
and
a
half
hours
to
do
that,
slop
that
30-second
video
so
with
the
Audion
and
tricks
the
type
of
story
that
that
we
wanted
to
portray.
We
have
a
very
limited
amount
of
time,
but,
like
I
said,
we
I
just
need
a
clarification
us
too,
towards
the
end,
where
we
refer
the
public,
this
potential
employer
to
services
and
then
what
other
things
you
guys
want
to.
F
You
know
the
following
series
would
be
with
the
employer
or
the
we
got
really
good
content
from
from
the
manager
there.
She
was
a
little
no
shy.
She
don't
want
to
do
it
at
first,
but
talk
great
about
you
know
the
help
that
she
receives
and
the
programs
that
he
has
we
received.
You
know
awesome
feedback
from
from
the
location
they're
about.
You
know
success
stories
and
students
that
they
see
in
the
work
in
the
workforce
after
they
graduate
they
did
identify
the
limited
follow
up.
They
have
you
know
what
the
district
is.
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F
I
F
Or
they
there's
no
follow
up
up
to
over.
There
were
plates
here.
You
know,
that's
just
what
they
observe
within
the
community,
so
there
are
success
stories
and
that
they
do
end
up
securing
full-time
employment,
but
that's
not
anything.
That's
trackable
or
documented
within
the
district
Wednesday.
Well.
C
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J
H
F
F
Member
can
you
know,
make
make
that
connection
with
the
or
with
whoever's
working
with
PAC
to
build
those
future.
They
did
request
an
actual
script
for
the
ones,
moving
forward,
we're
kind
of
in
the
ambiguous
stage,
just
kind
of
like
what
we
want
to
this
message,
but-
and
we
have
all
these
components,
but
we
have.
C
F
F
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D
A
K
K
A
K
I
F
F
C
I
K
So
it
gives
you
it's
a
two-edged
sword
for
you
guys,
because
it
gives
you
a
training
site
in
a
contact
and
then
other
people,
because
one
of
the
issues
that
we
are
facing,
I'm
in
the
schools
and
one
of
the
issues
that
I'm
facing
is
the
kids
are
not
interested
cuz.
They
don't
see
a
value
to
it.
So
if
you
have
interested
parties,
then
everyone's
buying
into
the
system-
and
it's
not
just
here-
we
work
in
San
Antonio
we're
having
the
same
issues.
Kids
are
being
referred
for.
H
C
G
F
F
F
H
K
K
H
F
F
Know
that
you
know
there
might
be
some
left.
You
know
little
tweaks
in
here.
He
also
identify
like
okay.
Well,
we
need
what
number
do
we
put
you
know
and
that
did
remain
pending
and
I
mean
we'll
have
to
work
on
on
the
other
spots
as
well,
so
that
it
doesn't
have
to
be
like
tennis
right
now.
You
know
who
that.
J
F
A
J
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F
C
F
Yeah,
it's
an
hour's
worth
of
video,
so
maybe
we
can
review
it.
If,
when
you
have
time,
we
can
kind
of
go
to
everything
and
then
they'll
look
to
other
spots
and
then
the
three
for
the
other
district
and
that
way
we'll
have
six
and
for
hope
we
can
find
a
way
to
introduce
them
all,
connect
them
and
then
they'll.
C
G
G
C
J
C
G
H
A
C
F
C
C
A
A
What
happens
is
that
we're
not
very
absolutely
sure
that
message
is
being
understood
by
this
subordinate
supervisors,
so
people
below
them
who
actually
are
the
hiring
authorities?
Okay,
and
so
who
are
your
hiring
authorities
who
more
other
people
who
actually
look
at
the
job,
description
and
job
applications
and
decide?
I
want
to
interview
the
following:
okay,
those
are
the
individuals
that
we
also
have
to
reach
convince
them
that
the
people,
individuals,
disabilities,
are
provide
some
acid.
So.
A
The
very
top
of
the
organization
is
not
enough,
though,
that
the
information
is
to
flow
to
the
bottom
as
well,
because
we're
the
ones
who
actually
make
the
decisions
and,
on
many
occasions,
they're
the
ones
who
actually
can
hire
the
individuals
with
disabilities
because
they're
the
demands
or
duties
or
responsibilities
of
those
positions,
something
that
was
so
that
people
that
we
serve
that
can
actually
perform.
And
so
that's
that's
that's
where
we
need
to
impact
in
who
we
need
to
convince.
A
A
There
was
a
discussion
about
the
actual
policy
and,
and
potatoes
is
more
involved
with
that,
but
but
it
was
not
only
a
city
ordinance,
but
how
far
does
the
city
go?
You
know
how
hard
is
the
city
going
the
same
teaching
policy
where
you
see
a
certain
percentage
of
the
people
that
we
serve
have
to
be
or
that
we
hire
have
to
have.
K
My
country
do
have
actually
implemented
ordinances.
One
of
the
things
have
been
opposed
was
that
they
reconsider
amending
the
ordinance
for
the
Veterans
of
which
it
was
enacted
on
June
of
18th
of
2017
and
2018
to
include
them
people
with
disabilities
in
the
organiz,
because,
right
now
there
is
nothing
in
place.
Loreena
that
says
you
know
what,
if
a
person
with
a
disability
who
chooses
to
disclose
comes
in
here
dairy,
they
sent
the
bottom
of
the
barrel.
K
Was
the
other
thing
they
were
proposed
was
the
fact
that
a
lot
of
the
hiring
is
done
through
lower
hiring?
You
know
your
entry
job
late
are
has
done
through
staffing
agencies
and
I
propose
that
they
could
reconsider,
bringing
in
part-time
employment
where
they
can
have.
Several
people
come
in
and
work
as
opposed
to
having
someone
work
40
hours
a
week,
maybe
three
people
to
do
the
job
of
one,
because
we're
looking
for
part-time
working
for
many
of
these
individuals,
so
they
already
have
benefits.
K
They
were
going
to
look
at
that
also
and
then
the
possibility
of
maybe
even
considering
having
an
proclamations
owned
by
the
mayor,
not
in
the
month
of
October
but
and
some
other
months
of
the
year
and
reason
being
I
tell
my
valentine's
day
and
the
day
you
take
your
sweetheart
out.
You
know
it
doesn't
mean
that's
the
only
time
you
take
him
out
so
something
where
it
says.
You
know,
let's
consider
the
possibility
of
being
encouraging
people
who
do
business
for
the
city
to
consider
hiring
individuals
with
disabilities.
Everything
is
about
education.
J
J
D
J
But
that's
going
to
be
our
foot
in
the
door,
we're
hoping
that
once
those
our
plays,
they
get
used
to
seeing
them
working
with
them
around
with
down
they
get
accustomed
to
our
supports.
They
know
that
when
their
something
goes
wrong,
we
believe
that
there
will
be
more
likely
because
it's
like
a
process
of
acclimating
down.
J
J
And
so
the
employers
are
aware
of
what
those
programs
are
who
to
contact
if
there
are
interests-
and
we
already
have
their
data
because
we
invited
them,
we
can
follow
up
with
them
and
that's
how
we
slowly
start
to
open
that
door.
Now
the
City
of
Laredo
I
think
has
been
great
I
think
there
are
little
jealous
of
the
Health
Department.
H
J
D
J
J
But
they
do
have
very
diversified
divisions
and
they've
already
sent
us
job
descriptions.
They
said
these
are
the
openings
we
have
for
the
different
departments.
The
mayor
wants,
every
single
department
participate,
we
need
to
get
them
to
buy
in
so
the
city
of
Laredo
is
inviting
the
hire
individuals.
J
J
K
Think
it's
a
good
combination
and
I
think
for
me
it's
more
of
making
sure
that,
for
example,
women
things
that
was
brought
up.
They
showed
me
a
paper
and
suspending
mainly
the
look
of
the
those
standards
required
by
the
Department
of
Labor
I.
Think
that's
a
key
component
in
something.
Sometimes
people
not
getting
hired
because
they
receive
a
document
that
says
have
you
haven't
here
imperfect,
for
example,
I
use
that
as
an
example
here
in
person,
missus
required
standards
for
this
job
hearing,
but
there's
always
ways
to
accommodate.
They
don't
understand
that
they
can
accommodate.
K
J
L
If
I
may,
mr.
chair
I,
think
I
think
what
this
is
saying
that
most
of
us
would
give
is
y'all
have
made
a
big
if
Nicole
committee,
there
is
a
director
from
the
mayor
to
HR
to
include
an
internal
policy
which
the
work
you
know.
That's
that's
a
directive
as
a
result
of
the
meeting
with
the
city
managers,
then
they're
looking
at
the
ordinance,
but
but
when,
after
the
municipal,
we
need
would
even
need
to
do
because
there's
a
directive,
an
operational
director
already
to
HR
to
come
up
with
an
internal
policy.
L
Definitely
we
need
training
for
all
the
supervisors,
from
basic
101
and
and
so
that
that
the
door
is
open
to
that.
What
console
is
specifically,
as
at
the
last
city
council
meeting
for
this
committee
for
recommendations
and
training,
employees,
city
employees,
specially
parks
to
provide
services
I
know
the
last
year
they
partnered
with
you
here
at
Hanes
part
to
do
a
summer
project,
and
it
was
an
ego
standing.
L
L
How
do
we
develop
programs
for
people
with
disabilities
and
have
internally
our
staff
trained
because
a
budget
they
went
as
far
as
that's
hire
a
person
to
do
that?
A
hundred
percent
there's
a
budget
and
it's
gonna
come
up
in
the
budget
right
now
and
sequela.
Well,
but
that's
why
they
said.
Can
the
Blue
Ribbon
committee
give
us
recommendations?
Are
there
any
programs
through
the
workforce
that
will
train
employees
to
provide
services
and
and
the
target
was
part
we
got
to
make
parts
more
friendly
to
people
with
disabilities.
L
You
all
can
send
me
that,
because
they
really,
you
know
a
priority
and
in
this
game
from
city
council
directive,
is
priority.
Train
parks,
people
to
to
begin
to
provide
more
services,
correct
services,
services
that
are
meaningful
to
people
with
disabilities
in
the
hain,
concentrating
the
Haynes
Park.
It
was
constructed
with
with
that
in.
G
C
K
Program
two
years
ago
we
did
it
was
the
arts
he
had.
We
did
our
therapy.
These
dance
therapy
and
I
can
remember
the
other
one,
but
we
ran
that
program
for
for
individuals
in
Iraq
over
the
summer.
They
wanted
it.
What
is
it
included
for
the
rest
of
the
summer?
I
was
specifically
individuals
with
more
severe
disability,
autism
and
a
little
bit
and.
L
Then
that
made
an
impact
when
they
remember
that,
because
I
need
that
I
gave
the
report,
we're
answering
questions
to
the
council,
the
the
other
thing
is
and
I
need
to
mention
slaughter,
not
slaughter,
our
tennis
courts
and
some
that
all
work
with
with
dr.
Trevino
with
the
ten
Association
that
works
with
people
with
impaired
vision.
L
G
I
I
D
F
Our
experience,
you
know
we
an
interpreter
and
I,
remember
going
back
to
to
the
program
telling
them
we
don't
need
the
interpreter
anymore,
because
our
staff
was
empowered
to
communicate
and
to
be
able
to
to
work
with
these
students.
Are
these
participants
and
and
that's
the
knowledge
that
they
have
now
I
know
that
you
know
in
the
event
that
you
know
we
do
hire
someone
with
a
disability.
They
know
hey.
A
C
D
A
B
A
But
you
know
I,
think
all
of
you
have.
You
know
like
any
organization
and
everybody
contributes
it
everyone's
a
little
wheel
and
everybody
all
the
wheels
together
push.
You
know
the
vehicle
forward.
Okay,
it's
a
present
that
one
of
those
wheels
is
missing
and
things
don't
go
as
smoothly
and
they
stop.
But
you
know
all
of
you
have
written
special
talent.
G
A
A
D
B
C
C
D
E
E
She
has,
like
you,
know
nice,
big
links,
so
two
of
those
siblings
are
fraternal,
twins
and
I
was
reading
back
fraternal
twins
are,
are
it's
more
genetic
and
then
somebody
else
had
fraternal
twins.
So
at
first
I
was
saying:
yes,
it's
kind
of
removed,
but
they
know
as
I
was
reading,
it
does
keep
a
generation
and
things
I
thought
follow
like
okay,
so
yeah
I
think
this
is
like
I
guess
we
don't
fully.
You
know
know
that
it
could
happen.