►
From YouTube: Blue Ribbon Committee Meeting 022020
Description
Blue Ribbon Committee Meeting 022020
A
B
C
A
A
E
D
E
D
D
A
A
G
B
E
A
B
The
director
that
we
Col
have
been
there
for
most
of
my
life,
I
love.
What
I
do
I
like
helping
people,
we're
always
looking
for
new
programs
to
bring
to
the
center
that
will
help
children
with
disabilities
and
not
just
the
children,
but
the
parents,
children
I,
know
right
now
we're
the
only
ones
that
are
offering
summer
camp
for
special
needs:
children
in
cooperation
into
operation
with
sulphates,
Development,
Council
so
and
we're
about
doing
more
of
those
camps.
B
It
started
out
with
one
right
now,
last
time
and
three,
and
hopefully
it's
for
the
children,
and
we
have
a
lot
of
support
from
the
community
when
it
comes
for
bringing
in
food
or
people
come
in.
Our
specialists
come
in
and
not
it's
not
just
a
camp,
but
the
children
are
also
learning
and
having
different
through
playful
therapy
to
play,
and
things
like
that
so
and
plus
the
parents
really
appreciate
it
that
they
are
able
to
step
away,
knowing
that
their
they
care
about
their
professionals
and
specialists.
That
would
take
care
of
them.
B
B
B
B
C
B
Realty
company
anything
like
make
sixty
children
to
first
week
and
then
another
sixty
the
second
week.
So
you
know
the
parents
are
calling
all
the
times.
Are
you
gonna?
Have
it
again,
I'm
gonna?
Have
it
again
at
Christmas
I
know
we
did
it
one
night
so
that
the
parents
go
out
to
have
dinner
and
he's
talking
with
their
mother
children.
You
know
sometimes
the.
B
So
they
were
able
to
go
out
shopping.
We
stayed
with
them
until
10:00
p.m.
so
they
get
back.
They
got
to
go
out
to
dinner,
to
the
movies
things
that
they
don't
normally
do
together,
because
someone
has
to
stay
at
home
with
them
special
needs
child.
Is
there
a
class
for
that?
Actually
with
the
Sultans
of
development
consulates
of
rent
to
pay
for
so
the
parents
payment?
B
A
B
B
A
B
I
actually
started
off
as
absolutely
as
a
patient,
because
I
am
a
polio
survivor.
I
went
there
is
a
child.
Had
six
surgeries,
I
couldn't
even
walk
so
after
six
surgeries
throughout
this
data,
all
the
way
up
to
Minnesota
and
the
Mayo
Clinic
to
San
Antonio,
and
then
I
would
spend
most
of
my
summers
going
to
therapy
there
and
then
I.
D
A
A
A
Discuss
the
current
and
I'm
going
to
give
mr.
hire
persons
with
disabilities,
employment,
internship
programs,
work,
force
development,
sensitivity,
training
with
city
employees,
training
of
city
workforce
to
improve
services
for
people
with
disabilities,
and
any
matter
thereof.
So
it's
like
you've
got
like
that
whole
agenda.
Okay,.
A
E
A
E
A
A
As
you
all
know,
the
the
committee
where
the
committee
has
several
agenda
of
missions
or
revisions
about
what
we
want
to
do,
okay,
whenever
the
to
promote
and
to
to
do,
submit
information
regarding
services
for
individuals
with
disability,
whether
those
are
emotional,
physical,
whatever
they
may
be.
Okay,
one
of
the
things
one
of
the
struggles
that
we've
had
in
one
of
the
agenda
items
on
our
that
we've
been
from
the
very
big
get
going,
has
been
to
find
physicians
or
jobs
for
individuals
with
disabilities,
and
so
that's
wasn't
being
one
of
our
biggest
struggles.
A
A
Her
job
is
to
push
and
promote
for
individuals
with
disabilities,
okay
and
so
on
inverse
occasions.
We've
we've
got
an
opportunity
to
sit
down
with
the
stadium
managers
and
they
were
more
than
willing
to
be
part
of
and
contribute
to
increasing
the
number
of
individuals
with
disabilities
to
be
hired,
not
only
throughout
the
entire
city,
where
America,
in
specifically
municipalities
and
the
county
and
things
of
that
nature,
and
so
I
know
that
she's
had
situate.
A
A
So
she's
she's
been
real
concerned
about
that
and
so
and
I
know
that
the
city
of
Laredo
has
has
made
more
than
willing
to
assist
okay
in
opening
up
divisions
for
for
individuals,
disabilities
and
so
there's
a
whole
list
here.
So
I
can
keep
talking
but
yeah.
Let
me
why
don't
I
hand
it
over
to
you
and
then
we
can
go
from
there.
So.
I
I
know
that
carol
has
list
of
job
openings
job
listings
and
a
current
opening.
For
me,
the
most
important
thing
is
to
make
sure
that
we
find
something
meaningful
right.
It's
not
just
for
the
sake
of
getting
a
job
or
a
task
right.
We
want
to
make
sure
that
it
has
a
positive
impact,
not
just
on
a
particular
person
of
a
place,
but
there
needs
to
be
an
awareness
of
those
whether
it's.
I
Yes,
we
can
create
awareness,
sensitivity,
training,
but
in
my
experience
and
what
I
was
really
advocate
before
it's
something
that's
a
little
bit
more
meaningful
for
those
who
are
in
this
position
to
hire
and
so
Human
Resources
doesn't
doesn't
hire
for
four
particular
departments
and
they
think
right
right.
They
do
their
own
hiring,
so
I
would
really
love
to
be
able
to
partner.
You
know
that
Carroll
was
mentioning
this
earlier.
I,
don't
know
if
you
said
it
already.
I've
been.
F
I
All
know
that
that's
the
hardest
thing
to
do,
and
so,
if
we
say
training
I,
don't
want
the
the
same
train
all
the
time
and
it
has
to
be
impactful
for
those
people
who
are
in
the
position
to
actually
hire
others.
And
that's
really
kind
of
my
focus
at
this
point-
is
that
I
love
to
write
so
that
there
is
something
that's
a
little
bit
more
meaningful
and
it
doesn't
go
through
justice.
I
Done
if
that
makes
sense,
it's
open
carol
has
idea
to
partner
with
the
IRS
so
that
it's
not
just
about
the
same
the
sensitivity
training.
But
how
can
we
enact?
How
can
we
promote
that
behavioral
change
that
we're
looking
for
and
so
beyond
the
be
aware
of
tips,
suggestions,
we're
really
looking
to
make
an
emotional,
and
so,
if
we're
saying
that
we
want
something
not
for
the
interim,
because
it's
not
certainly
not
my
my
position
to
do
it
for
a
period
of
time.
J
I
C
I
And
so
for
me
and
I
think
that
that's
a
really
little
first
thing
that
we
need
to
do
and
hit
hard
and
while
completely
understand
again
it
changes
hardest
to
do
business.
It's
the
thing
that
takes
the
most
amount
of
time.
I
feel
if
we
take
the
time
that
it
needs
I'm
not
suggesting
years,
but
a
good
campaign
of
awareness
of
education
of
impact
and
truly
it's
not
just
okay
at
the
city,
we're
getting
this
or
at
the
county
they're
getting
that
or
any
other
private
organization.
You're.
I
A
What
you're
saying
what
you're
saying
to
reiterate
what
you're
saying?
Okay,
what
you're
telling
me
is
that,
if
the
sensitivity
training
is
fine,
however,
it's
not
sufficient
to
impact
your
hiring
Authority
supervisors,
potatoes,
Wells
individually,
the
hiring
authority
to
how
they
could
or
should
be
really
in
order
to
accept
and
be
linked,
so
identifying
individuals
who
have
the
capability
capacity
abilities
to
to
fulfill
whatever
its
job
requires,
and
then
the
other
part
about
that
is
it's
not
just
about
saying.
Well,
we
need
some
a
to
literally
just
go.
A
F
Before
is
gainful
right,
we
want
to
assure
that
we're
a
community
that
can
advocate
and
supply
apron
pointed
to
an
individual.
So,
my
thousand,
together
myself,
we
we
represent
work
for
solutions,
text,
work
for
social
work
for
location,
rehabilitation
services,
and
we
had
a
job
for
which,
of
course,
carol
was
a
great
advocate
within
us
and
missin
one.
So
they
actually
came
to
our
Center
and
we
did
the
whole
application
process
prior
to
a
reversed
job.
F
E
E
So
they're
like
I,
won't
be
a
good
job
and
of
course
you
know,
as
you
know,
the
city
of
the
Rado,
it's
one
of
the
biggest
companies
aside
from
the
hospitals,
schools,
you
know
some
hired
and
when
we
sent
them
over
to
fill
out
an
application,
you
do
need
to
enter
a
Texas
driver's
license
and
our
customers
they're
able
to
find
transportation
either
amicable,
uber
lyft.
You
know
family
members
and
move
right
off
the
bat
they
were
most
likely.
You
know
kind
of
your
application
was
probably
you
know
not
submitted
to
the
hiring
manager.
E
Just
because
of
that
and
I
actually
haven't
several
I
actually
had
I
want
to
say
they
were
qualified
applicants.
You
know
in
with
finance,
and
even
than
just
them
wanting
to
get
a
position
as
a
custodian,
they
couldn't
even
apply
for
so
much
less
and
then,
during
the
night
of
the
following
week,
I
had
a
new
customer
to
make
the
same
he's.
E
He
was
wanting
to
to
find
employment
within
the
like.
His
major
interest
was
within
the
city
of
Laredo,
something
having
to
do
with
finance
accounting
and
I
was
like
and
I
even
I
went
and
I.
We
did
like
we
tried
to
do
the
application
online
and
yes,
of
course
it
has.
That
and
I
understand
that
it's
mostly
you
know
to
gather.
You
know
that.
E
Do
the
background
checking
things
like
that,
but
then
these
individuals
wouldn't
even
be
able
to
you,
know
to
because
I
don't
know
and
I
know
we
spoke
about
this
about
a
year
ago.
We
had
to
address
this,
but
again
time
just
passed
by,
and
we
were
met
with
this
again
this
time
around
with
the
reverse
job
fair,
because
there
was
an
interest
in
several
positions.
E
F
H
C
G
G
She
says
we
did
this
a
year
ago,
so
we
can
talk
a
lot,
but
if
people
said
time
lines
we're
not
gonna
move
forward
and
in
the
meantime
people
lose
out
or
no
opportunity,
not
only
the
people
who
are
wanting
to
get
hired,
but
the
people
who
are
going
to
work
with
them.
I
know
the
perfect
set
like
I'm,
a
young
man
working
at
the
finance
department.
C
G
G
E
J
At
her
two
entirely
in
agreement,
I
do
speak
to
new
schools.
I
speak
to
schools
on
behalf
of
the
students
on
the
parents,
as
wheat,
employers
I,
speak
to
any
political
different
opportunities
for
our
community
with
disabilities
and
and
you're
right,
I,
don't
agree
with
it
more,
but
it
has
to
be
in
a
pattern.
There
has
to
be
a
mind
change
and
it
can't
be
interesting.
J
Absolutely
not.
This
needs
to
move
forward
and
I've,
always
always
always
religious
I
will
say.
I
do
want
to
thank
the
simulator
because
they
do
we,
even
though-
and
yes,
we
all
want
that
I
mean
I,
think
everyone
everyone
in
this
room
and
we
want
to
do
it.
We
want
to
do
it
not
work
here
for
the
same
purpose,
I,
believe
and
but
we
have
made
great
corporations
and
collaborations
with
this
material
when
it
comes
to
the
summer
and
in
our
program
we
began
doing
that
and
exposing
our
students
and
exposing
the
public.
J
You
know
that
that
their
piece
these
positions
can
be
for
them.
However,
when
you
talk
about
Android
with
lawyers,
they
feel
and
they're,
just
speaking
to
me
about
you
know
it's
giving
somebody
the
opportunity
and
is
it
going
to
work?
You
know
I've
had
you
know
something
like
that
and
they
don't
realize
that
behind
a
person
a
person
has
a
disability
that
is
already
capable
of
maintaining
and
they've
been
through.
So
many
steps
with
all
these,
you
know
wonderful
resource.
J
They
have
the
job
coaching,
the
training
that
we,
you
know,
that
said
EDD
and
every
table
too
many
many
steps
to
get
there
and
this
human
resource
managers
or
lawyers
need
to
be
aware
that
this
and
you're
right,
if
there
has
to
be
there,
has
to
be
in
there
and
we
have
to
move
forward.
But
yes,
we're
also
pushing
for
a
guideline.
I
mean
for
deadlines,
and
you
know
when
are
we
gonna
have
this
time,
but
I
just
wanted
to
say
that
if
you
know
that's
where
I
come
from,
that's
what
I'm
trying
to
do.
J
J
J
A
J
F
C
F
What
services
are
out
there,
because,
when
these
individuals
come
to
an
employer,
they
don't
know
that
we've
got
the
VR
counselors.
You
know,
we've
got
assistive
technology,
we've
got
the
job
skills
trainers.
They
don't
go
into
that
John
below
if
in
fact,
they're
needing
a
job
skills
trainer.
There's
a
lot
of
supports
at
no
cost
I
mean
those
are
tax
dollars
at
work.
So,
let's
put
it
to
work,
you
know
for
our
community
to
become
a
more
inclusive
community
and
that's
what
we
want.
I
D
I
There's
a
long
list
very,
very
long
list
of
things
that
I
hope
to
positively
impact
and
accomplish,
of
course,
that
meaningful
change
that
I
was
speaking
up,
isn't
one
of
them
right
and
so
we're,
certainly
not
the
experts
on
what
what
you
provided.
What
kind
of
training
provided
in
the
past
was
there
some
sort
of
ROI
that
would
return
on
investment
that
was
established
from
that
or
gained
from
that.
If
so,
let's
keep
that
component
of
what
that
training
looks
like.
I
C
C
I
Just
because
we've
done
in
a
certain
way
for
so
long,
it
does
I
think
it's
the
right
way
right.
We
also
have
to
engage
with
others.
We
have
to
go
with
the
times,
so
it
is
not
just
this
project,
but
it's
really
everything
that
Human
Resources
has
a
hand
in
touching,
and
so
from
a
time
night
perspective
I
come
from
a
organizational
development
background
right
from
my
the
best
thing,
the
most
thing
that
I
love
love-love-love
is
training
of
association.
Right.
That
makes
me
happy.
Ona
can.
I
Is
awesome
right
and
so
from
that
perspective,
I
would
really
love
to
partner
with
you
so
that
we
can,
as
I
was
speaking
up
I'm,
not
the
subject
matter
expert,
but
I
can
help
in
formulating
a
training
that's
forming
or
that
would
really
advocate
for
them
in
most
respondents
not
just
for
the
city,
but
for
anyone
who
hires
right.
You.
C
C
I
It's
come
up
with
other,
and
so
right
now
we're
still
kind
of
looking
into
what
is
I'll
say
this
in
the
public
sector.
What
is
it
within
our
realm
of
responsibilities?
School?
What
can
we
do
right
and
so
we're
not
quite
finished
with
the
with
the
research?
For
that
any
specific
stipulations
and
guidelines.
A
I
Public
sector
again
I
had
workarounds,
but
so
that's
something
that
we
continue
to
look
at.
I
would
say
in
a
month
and
being
able
to
give
you
kind
of
a
status
update
to
see
what
it
is
that,
where
are
we?
What
can
we
do,
and
it's
not
solidified?
This
is
what
we're
doing.
At
least
it's
an
update
for
you,
for
or
this
is
where
we're
at
right.
F
And
I
think
we'll
all
at
the
table
would
agree
that
that
we're
here
to
support
that
endeavor,
you
know
what
the
capacity
that
we
all
can
do,
that
I.
Don't
think
anybody
has
to
boy
that
alone,
I
think
we're
all
committed
to
our
community
to
be
more
inclusive.
So
we
roll
our
sleeves
up,
we'll
get
to
work
and
see
what
we
can
make
happen.
I
really.
I
Think
that
that's
where
you
know
that
changes
is
going
again
and
I
know:
I
speak
for
Carol
and
her
recruitment,
team
and
they're
learning
and
development
function
that
she
that
she
oversees
as
well.
Is
that
we're
not
the
experts,
but
we
can
help
guide
to
peasant
mentor
and
provide
the
expertise
in
terms
of
how
to
do
those
things
right.
What's
a
deliverable,
the
types
of
words
to
use
the
textures
to
use,
there's.
C
J
J
I
G
G
Now
the
state
hasn't
in
the
seal
program
is
a
perfect
example:
financial
investment.
We
talked
about
return
on
investment,
I,
don't
know
those
phrases,
I
just
read
something
into
it
and
I
talked
to
Senator.
I
said
you
know
what
we're
pouring
all
these
funds
that
are
great
these
we
have
places
to
practice,
but
in
reality,
once
they
hit
22
and.
G
G
We
ought
to
get
return
on
investment,
so
we
we
sat
down
I'm,
going
to
leave
you
with
on
a
monthly
basis,
and
the
idea
is
that
we
want
to
educate.
Do
you
want
to
make
sure
that
people
understand
why
you're
investing
and
bringing
them
over
to
do
internships
and
work
experiences,
because
the
hope
is
that
two
or
three
years
from
now
our
people
will
be
more
educated
and
that
return
on
investment
would
be
great,
because
we
should
be
open
to
the
desert
cars
and
anyone
fly
out
with
no
idea
where
we're
gonna
go.
C
D
I
I
That's
my
that
is
my
charge.
I
am
responsible
for
it
for
them
right,
but
then
we
expand
it
a
little
bit
and
we
say
well:
I
also
have
our
salicylates
every
every
candidate,
every
inch
of
me
and
and
so
when
you
think
about
the
entire
candidate
experience
right,
there
needs
to
be
some
level
of
customer
care
and.
C
I
It
really
is
to
make
sure
that
we
positively
that
the
human
resources
department
as
a
whole
can
positively
impact
the
community
as
anything
and
so
I
really
believe
that
this
is
the
way
to
do
it
in
terms
of
training.
In
terms
of
this
that
education,
awareness,
training,
whatever
we
want
to
call
it
I,
would
love
really
all
asking
you
guys
for
some
time
right
now,.
C
D
I
I
My
perspective,
that's
that's
one
of
the
first
things
that
it
will
have
been
continue.
The
research
happening,
that's
sometimes
tough,
but
from
the
other
perspective,
we're
saying:
okay,
let's,
let's
go
then
really,
let's
put
you
know
some
sort
of
maybe
time
learning
guideline
in
terms
of
that
and
you
let
us
know
when
there's
some
or
if
you
have
a
workshop
with
a
partner
on.
I
F
Great
and
I
think
you
know
who
would
come
to
the
table,
maybe
a
very
formal
meeting
yeah.
Then
we
can
say:
hey
you
know
what
this
is,
what
we're
needing
and
then
bring
that
with
subject
matter,
experts
to
the
table
to
assure
that
we're
feeding
the
information
that
is
required
in
that
you're
needing
those
for
bringing
that
value.
Absolutely
when.
C
J
F
Just
to
shed
a
little
bit
more
light
on
the
structure
and
I'm
going
to
work
top
to
the
Commission,
so
it's
the
Texas
Workforce
Commission,
underneath
that
Commission
there's
an
appointed
board
underneath
that
appointed
board
there's
a
working
board,
which
is
mr.
David
Yeomans
Bavetta
under
that
working
board,
there's
a
contractor
which
is
a
Workforce
Solutions,
Center
and
they're
contracted.
So
we
go
on
bids
and
you'll
get
that
contract
form.
That
may
be
so
right
now
it's
circle
running
that
contract.
F
So
that's
a
workforce
solution,
South
Texas,
so
the
Commission
pool
pool
but
used
to
be
DARS
under
vocational
rehabilitation,
Texas
Workforce
Commission,
so
we're
all
in
line
and
we're
not
one.
They
look
for
the
job
to
the
folks.
Looking
for
work,
the
Commission
says:
hey,
you
know,
let's
put
it
together
just
so.
You
kind
of.
D
J
Order
to
kind
of
meet
in
the
middle,
the
vocation,
rehabilitation,
Texas,
Workforce
aspect
without
workforce
solutions.
So
to
me
it's
more
like
yes,
we're
about
employment
workforce,
but
we're
also
about
employment
and
workforce.
Poor
and
my
program
is
for
students
which
is
14
to
22,
but
I
took
a
room
under
the
surface
if
those
20
turtles
are
going
to
need
employment
and,
while
I'm
on
the
platform,
the
companies
every
single
inch
every
single
second
to
make
sure
that
so
that's
what
I
do
so
I
found
my
program
like
just
let
me
know
and
and.
C
J
F
J
F
A
To
up
just
to
point
out
on
number
of
things:
okay,
my
I
come
I
spent
25
years
at
border
region.
Okay,
so
I
dealt
with
a
lot
of
people
with
intellectual
disabilities
I'm
going
to
help
issue.
Something
and
I
want
to
tell
you
what
I
think
the
difference
is
between
the
city,
that's
out
there
in
Austin
or
seventh
planet,
Lorado,
that's
a
cultural,
that's
a
family
thing
and
we
protect
our
children,
okay
from
the
outside
world,
especially
and
more
most
when
they
have
a
disability.
A
A
Okay,
where
my
child
is
like
this
and
that's
and
unfortunately,
when
you've
been
when
you've
been
protected,
like
that,
you
also
start
believing
that
as
well
as
the
consumer
or
the
client
or
the
employee
who's
needing
to
go
out
there
and
work.
Okay,
so
I
think
that's
that's
one
of
our
issues
here
as
a
as
a
culturally
and
you
can
you
go
to
San
Antonio
anywhere
in
any
store,
and
you
see
a
guy.
A
That's
a
gentleman,
that's
sitting
there
in
the
chair
and
can
barely
speak
in
barely
mood,
but
he's
there
in
a
wheelchair
and
he's
greeting
people,
and
you
see
that
at
loads
you
see
that
at
Home
Depot
you
see
the
area
working
and
you
come
to
Mariel,
and
that
doesn't
happen.
Okay,
I
think:
that's
that's
a
cultural
thing:
okay
and
you're
right!
It's
it's!
A
psychology
thing
that's
going
on
here.
Okay,
has
a
lot
to
do
deep
rooted
in
our
Mexico
Latino
culture.
Yeah,
we're
gonna
protect
our
children
from
the
outside
world.
A
Okay,
the
other
part
about
that
is
that
you
said
that
it's
gotta
have
an
emotional
impact.
Okay,
I
will
tell
you
that
the
most
satisfying
moments
for
me
when
I
was
there
was
when
I
could
change
people's
lives.
Okay,
yeah.
There
were
days
that
were
very
difficult
and
I
went
home
and
there
was
nothing
really
to
be
like
excited
about,
but
then
there
were
some
times
that
you
intervened
and
I
think
that's
that's.
A
What
even
hiring
authorities
or
supervisors
need
to
understand
that
if
you
have
an
opportunity
to
change
someone's
life
and
impacted
in
a
positive
way,
that's
forever.
You
can
take
that
home
with
you
and
that's
what
power.
Sometimes
a
lot
of
us
need
to
be
fed
that
it's
not
about
the
main.
It's
not
about
the
title.
It's
about.
I
kicked
ass
today,.
A
I
helped
somebody
okay
and
I,
made
someone's
life
better.
Maybe
you
think
back
and
reflect
on
you,
all's
and
what
you
all
do.
Yeah
I
can
tell
you
that
the
best
moment
that
you
remember
is
when
you
help
somebody
and
then
it
lives
on
with
you,
okay
and
that's
the
that's.
That's
the
impact
on
you
that
you're
looking
for
well
as
a
hiring
Authority,
you
say:
well,
okay,
it
goes
beyond
just
filling
the
position
with
a
with
a
person
with
capacity.
C
A
They
are
an
enormous
amount
of
gratitude
for
opening
the
door
for
them
and
so
I
think
that's
that's
the
end
of
the
sales
pitch.
Okay
that
we
have
to
do
is,
and
how
do
you
do
that,
but
to
bring
those
individuals
who
have
now
taken
the
chance
or
taken
the
risk
and
hired
people
with
disabilities?
They
say
yes
and
and
I-
don't
regret
it
because
this
is
they
contribute
this
to
the
organization.
But
beyond
that,
it's
what
does
it
do
for
you
as
a
hiring
Authority?
Okay?
What
does
it
do
for
your
person?
A
How
does
it
make
you
feel
once
you
leave
and
you
go
home?
Okay,
because
that's
what
that's?
What
sometimes
inspires
people
it's
about?
You
go
home
and
you
say
okay,
so
what
did
I
do
today
and
you
remember
the
Dillo
lady,
that
you
helped
or
whatever
and
the
parent
that
was
crying
and
the
person
this
and
you
intervene
and
you
make
their
life
different
or
did
you
change
it
for
the
better
and
I?
Think,
that's
that's.
A
G
That
I
brought
to
life,
something
I
was
in
San
Antonio,
so
voila,
and
they
have
some
closing
and
it
was
awareness
applause.
No,
they
did
as
a
bounce
employers
with
other
communities
priority
and
successful
people
workers
what
they
didn't.
They
brought
in
massive
speakers
and
they
have
an
opportunity
to
speak
to
those
employers
who
weren't
as
familiar,
and
it
really
impacted
I.
G
Remember-
and
this
is
about
four
years
ago
out
of
there,
I
was
in
working
in
San
Antonio
Texas
I'm
joined
also,
but
during
that
symposium
they
were,
they
were
able
to
get
about
21
individuals,
employers
who
were
willing
to
give
it
a
try,
and
now
they
become
part
of
that
pool,
become
a
pool
of
employers
in
the
city.
Lieth
who
are
twirling
h-e-b
has
been
paramount
in
doing
those
things
that
could
be
brought
in
to
something
like
that
for
truth,
training
and
I'm
possibly
been
living.
What
with
the
city
or
any
entity
for.
G
H
G
When
you
here
for
me,
you
run
this
latest
pushing
you
hear
from
them.
They
just
want
someone
hired
here,
but
all
that's
their
job,
but
when
you
hear
from
an
employment,
this
is
how
my
company
has
been
impacted.
This
is
what
we
have
and
it
was
not
a
I
feel
sorry
for
the
person
it's
like.
They
actually
contribute
they're
there
they're
the
best,
there's
no
turn
up.
G
C
F
C
F
Employed
for
seven
eight
years
and
the
employers
both
prior
employer
and
when
he
said
you
know
there
is
nobody
who
can
do
this
job
better
than
he
can
and
he's
been
here
at
that
time
was
seven
years.
He
says
he'll
even
come
and
tell
me
don't
forget
to
call
your
nephew
today.
Today's
his
birthday
he'd
be
like.
C
F
Story
so
in
his
success
story
he
was
mentioning
that
the
employer
that
they
were
going
to
go
to
the
ball
game.
He
was
I,
never
had
time
to
take
my
kids
to
the
monkey,
but
this
guy
just
jerked
set
my
heart
chains
and
so
we're
going
bunking.
He
says
so
we're
driving
and
he
said
no,
no,
you
don't
need
the
GPS
I'll.
Tell
you
exactly
how
to
get
there.
So
you
pass
three
stop
signs.
There's
a
blue
bus!
No.
C
F
You're
gonna
turn
right
and
then
you're
gonna
see
a
green
card.
The
green
car
you
turn
to
what
is
the
cards
out?
There
know
they're
gonna,
be
there
because
they're
jumped
and
I've
seen
them.
It
was
an
amazing
story,
but
just
to
tell
you,
I
mean
how
positive
that
feedback
could
be.
It's
pretty
amazing.
H
C
J
J
J
J
Doesn't
need
any
other
Lucas
20?
No,
no,
he
doesn't
need
any
other,
and
you
know
you
listen
to
these
things
in
your
life.
As
you
know,
everything
comes
to
my
mind
like
what
is
because
we
know
it,
but
those
are
all
impactful
and
those
are
emotional
and
those
are
national.
You.
They
have
to
be
aware
things
as
much
as
we
would
love
to
be
for
our
children.
We
all
are
like
that.
A
A
Of
you
and
evolve
it's
an
issue,
don't
worry
about
our
children
and
how
they're
gonna
do
it
when
we're
gone
and
they're
healthy
and
capable.
So
you
run
the
families
they
have
45
year
old
sons
and
they're
in
their
70s
and
they're.
Saying
I'm
scared,
because
if
I
come
we
book
what's
gonna
happen
who's
there
to
care
us,
okay
and
they're,
worried
about
it.
Okay,
and
it
goes
back
to
the
same
thing.
A
You
know
just
now
we're
gonna
start
working
with
them,
and
so
that
happens.
So
the
the
cultural
thing
is
real
is
very
much
alive
and
you
know
momster
there,
because
at
least
for
the
Latinos
okay,
it
actually
hinders
their
possibilities
as
opposed
to
improving
their
and
opening
up
doors.
And
so
that's
that's
something.
Okay,
that
I
don't
know
how
you
changed
that,
but
it's
ingrained
in
our
good.
I
Influences
cultural,
our
cultural
ways
in
which
we've
always
behaved,
it's
kind
of
like
I,
said
before.
Just
because
we've
done
it
certain
way
doesn't
mean
it's
the
right
way
right
and
so
I
and
and
your
question
is:
how
do
we
impact
that
I
wish
I
wish
I
knew
right?
The
only
thing
I
can
say
is
consistency
yesterday
and
the
leadership
fast
we're
talking
about
an
example.
He
was
saying
you
know
you
go
to
your
bonus
or
the.
I
A
D
I
E
I
will
share
something
in
regards
to
the
education
I'm
part
of
the
sensitivity,
training
and
I
deal,
of
course,
with
the
deployments
and
with
the
visual
impairments,
but
I
think
we
would
be
more
than
open
and
welcome
to
get
that
aspect
from
the
business
because,
of
course,
we
know,
because
we
are
all
employees
through
VRS.
We
do
get
our
our
presentations
better
than
you
know
by
Sting.
Even
then
you
know-
maybe
it's
not
even
the
appropriate
I
know
we
had
last
was
it
last
year
that
we
had
2018
was
of
us,
so
the
team
awareness.
E
Days
today,
little
sunshine,
even
then,
you
know
you
know
constructive
criticism.
How
I've
seen
you
know
that
feedback
like
hey
you
know
and-
and
it
can
be
like
I-
did
feel
that
maybe
it
was
a
bit
too
long
because
we
all
spoke
about
I
spoke
about,
you
know
the
planet,
it
was
a
physical
and
then
it
was
a
man
I
know,
so
he
kind
of
tends
to
you
know.
After
a
while,
I
want
to
say
from
the
perspective
of
an
employer,
it
can
be
kind
of
like
do
you
know.
E
E
And
even
I
realize
that,
because
and
there's
so
much
information
that
you
want
to
give
out
and
then
of
course,
I
want
to
talk
about
so
many
things
and
that
time
frame
that
you
kind
of
leave
people
spinning
you
know
they're
like
and
what
I
found
from
my
trainings
when
I
when
I
became
part
of
jars,
like
that,
the
most
impactful
to
me
of
my
trainings
was
having.
Actually
it
was
the
immersion
training
myself
again,
I'm
no
expert,
but
four
to
four
weeks,
you
know
I
had
to
wear
a
blindfold
for
me.
E
The
five
course
for
lunch.
We
could
take
it
off,
but
everything
I
did
during
those
two
weeks
it
was
under
blindfold
because
I
needed
to
experience.
You
know
what
that
was
what
you
know
my
my
customers
were
going
through
and
also
something
else
and
I
Julie.
We
have
a
new
counselor
for
for
the
transition
for
the
young
adult.
This
was
a
blind
or
vision-impaired
and
she
came
back
from
the
training
training
and
one
of
the
other
concert
is
actually
flying
and
she
herself
was
like
I
I
did
not
know.
You
know
what
it
is.
E
You
know
all
the
efforts
and
this
individual
she's
she
has
so
many
abilities
extremely.
You
know,
smart,
intelligent
and
even
then
I
didn't
know
how
to
address
her
and
I
was
like
you're
gonna
have
another
training
where
you
actually
it's
an
open
panel
and
you'll
get
to
ask
anything.
Your
heart
desires
like
in
that
and
that
open
panel
actually
also
helped
me
because
a
lot
of
the
misconceptions,
and
how
do
we
say
this
and
even
simple
things?
That's
like
how
do
you
do
your
mission
up
because
I
see
that
you.
A
C
E
J
H
F
B
Of
the
wait,
I'm,
sorry,
but
also-
and
you
know
it's
people
talk
about
all
the
people
that
are
born
with
this
ability,
this
rude,
but
we
at
the
center.
You
know,
we
see,
youngsters,
we
see
older
men,
we
see
women
or
they
weren't
warming,
and
so
when
we
do
presentations
of
our
bucket
presentations,
of
course,
asking
for
money
and.
H
B
Well,
you
know,
I,
don't
have
anyone
with
a
disability,
I,
don't
have
a
child
with
autism,
I,
don't
know,
but
then-
and
so
I
would
start
there
for
some
pages
that
this
morning
you
were
able
to
get
up
on
your
own
two
feet.
You
were
able
to
corner
here.
You
didn't
wait
for
someone
to
come
and
help
you
just
get
on
in
Venice,
and
so,
but
it
we're
all
exposed.
You
know
we
leave
this
room,
we're
getting
to
that.
Metals
are
smart
and
we
can
have
an
accident
because
we
have
that
we
have
a
gentleman.
C
B
Knows
ten
years
from
now,
three
years
from
now
right
now
at
the
center
I'm
kind
of
making
accommodations
exciting
have
started
up
my
day
and
I'm
saying
how
am
I
gonna
get
through
this
dream,
but
I'm
gonna
have
to
move
my
office
around
and
make
I'm
going
to
be
in
a
wheelchair,
for
at
least
you
know
four
weeks.
So
it's
true
those
things.
Do
you
know
that
the
Bible
that
I
just
evaluation,
has
as
a
chess
player
in
the
office
about
the
therapist?
B
So
you
can
know
how
it
feels
I,
don't
know
that
I'll,
let
you
have
a
child
that
has
a
disability
or
a
relative.
You
don't
mean
dole.
If
you
really
already
have
attention
so
I'm
going
to
give,
because
you
know
I
was
there,
my
child
was
there
had
autism
Down
syndrome,
or
you
know
suicide
attempts,
and
these
have.
We
have
so
many
different
diagnoses.
Every
Center,
it's
not
just
the
back.
You
know
me:
I
need
pain,
back
pain.
We
have.
B
J
C
J
In
tune
with
your
family
and
having
powerful,
throwing
a
birthday
and
the
next
second
you're
on
the
floor,
like
your
brain
ruptures,
your
arteries
in
the
brain,
rupture
or
you're
done
and
I
was
like
what
wait
a
second
and
why
don't
you
have
to
have
to
have
a
birthday?
It
could
be
25
to
be
30
in
a
temple
and.
J
F
They're
very
impactful
I
mean
that's
a
great
point,
yeah,
that's
a
great
point
and
that's
where
we
come
in
as
vocational
rehabilitation
because
we're
talking
about
people
with
disabilities.
They
were
born
this
way,
but
people
who
will
acquire
through
an
accident.
Whatever
disability
we
have
dollars.
We
have
lending
a
lot
of
money
to
help
people.
Let's
take
that
person,
because
the
state
is.
F
F
Was
this
gentleman
who
was
in
the
energy
industry
and
in
a
car
accident
it
almost
severed
his
arm,
so
he's
like
I
cannot
do
what
I
was
doing
anymore,
so
he
was
rehabilitated,
and
now
he
became
a
pharmacist
and
I
was
going
to
him
through
nursing,
something
he
said.
I,
never
even
thought
I
would
be
picked
up
that
this
is
I,
never
even
thought
this
could
happen,
but
that's
why
we're
here
we've
got
those
resources
and
people
need
to
know,
even
though
you're
full
and
healthy
ailments
begin
to
set
in
there's.
There's
money.
A
Anyway,
I
guess
I
guess,
what's
with
the
I
got
them
from
our
conclusion
from
our
discussion.
Is
that
there's
still
a
lot
of
work
to
be
done?
Okay
and
I
think
what
we
need
to
search
is
how
do
we?
How
do
we
motivate
individually,
those
into
those
persons
in
our
hiring
authority,
to
actually
take
that
risk
and
take
that
chance,
and
so,
but
sometime
it's
for
their
investigation
or
research.
As
you
say,
you're,
not
the
subject
matter
expert.
Okay,
so
we
need
to
either
find
them
or
identify
how
that
can
be
done.
Okay,.
C
E
F
E
I
G
D
G
Relationships
are
extremely
personal
when
I
the
reason
why
I'm
able
to
place
people
to
work
where
I
do
and
where
they
want
to
work
in
the
industry.
One
awareness
because
I
have
that
relationship
with
that
employer
and
that's
important,
because
without
that
you
have
nothing.
If
you
don't
build
relationship
for
the
different
departments,
then
we
can't
we
can't
move
forward
because
they
can't
buy
in
and
I
know.
We
have
no
problem
with
you
buying.
We
need
to
go
departments.
A
F
J
H
A
No
there's
a
reason
why
everyone
that's
at
this
table
is
at
this
table:
okay,
there's
a
reason
for
that:
okay,
whether
it's
because
may
begin
it
may
have
begun
because
of
your
job,
but
there's
a
true
concern
and
passion
to
make
improvements
in
people's
lives.
Okay,
because
that's
what
gives
our
life
meaning?
Also,
okay,.