with my disability. lucky for me, my department head was very savvy and he was aware of the rule 34 opportunity and so, this rule 34, which is what later transitioned into rule 115, i was able to be placed in a new job classification, one that i met the minimum qualifications for and that was a building inspector and i was able to use my construction skills, now to supervise the work of others instead of performing the work myself. over the years at the department of building inspection, i became a senior building inspector and a chief building inspector and a deputy director, and now, i am a director of the mayor's office on disability. and so i really feel that my experience was rule 34, which became 115. and it is really makes me a poster child of how this important tool really can contribute to bringing qualified people with disabilities into the workforce. but, in looking at that tool, being again, a carpenter always at heart, i recognize that it is only one tool in the tool box and that the other t

and the two va disability coordinator, and was thinking that it should be somebody from the disability community and somebody familiar with the city process and somebody familiar with the disability with the disability community and how to get things done in the city and this person could be the person to build, a lot of those bridges that we and that i discussed in the last slide and also to help the departments meet some hiring targets that they may or may not have met. and the next recommendation that we have is actually to have hiring targets in the city for the disability community. analogous to the rehabilitation act that the federal government recently instituted for all of the vendors and i would say that probably the federal government only instituted it for the vendors because doing it for all of the federal service would have applied in an act of congress and as we know those do not happen very much these days. but i know that it is something that has been controversial. and i have discussed this recommendation, with dhr staff, and the population 209 question was pointed out

disabilities and developmental disabilities. and so, one example which sar ra murphy had mentioned is alameda county which has a program they call step up and i actually have a little bit brief information here if you would like it. >> yes, thank you. >> and i wanted to mention too, that we had started i guess about eight months ago working with the public utilities commission, and steven curry over there about, thank you. , about, actually creating a paid internship program and we were really excited about it. it has not gotten off the ground for various understandable reasons, but that is something that we are very interested in pursuing. yes, thank you so much really, we really appreciate this opportunity. >> thank you. >> next speaker? >> i am bob planthold, we are all thankful for the publicity that this is getting city-wide about hiring people with disabilities. i want to say also that we heard you talk earlier about funding for additional positions that could help with the out reach of communication. i want to go beyond t

everyone will identify who is disabled. and as we know, under the ad, triple a, most of us have some type of disability. so, thank you very much, for giving us this opportunity, and we look forward to working with our partners. >> let me just ask if there are any questions supervisor yee? and we are joined by our president, david chiu as well. >> thank you, supervisor mar. thank you, linda, for presentation. quick question, the 244 employees, that were appointed, >> yes. >> what period or length of time does that then happen? >> so, the majority of those employees were appointed from the beginning or the implementation of rule 115. and that was from 1985 through 2002. and i want to remind myself, and everyone else here that in 2002, we had the dot com bust and so at that time, the city was retracting as far as employment, and we were not only retracting, we were laying off employees and so there was also the same happened with the recruitment, and appointments of the individuals under rule 115. >> so, if you were to take, j

, there is like general, and then there is severely disabled, and then there is most significantly disabled? ; is that correct?? and can you give us some examples of the differences of the types of disabilities? >> yes, certainly, so i think what you are talking about is for a person who wants to transition back to work, okay? so come through our doors and go and look, i don't know what to do i lost my job. i need to get retraining, okay, for the three levels, come in, i need to either get retraining or i need to get a job and i need your help with that. where the three levels come in is state of california has been broke and we are doing better now because of the limited funding, we have established priorities. so as to how we serve those clients, who gets served first. and so people are divided into those three categories and then they get serviced according to our funds, how much we have in our coffers. we have just opened up our category three, which you mentioned, we just opened up, during the week, actually we got an e-mail and the people in category three, are now eligible for servic

to people with disabilities. presentation by christiane hayashi, san francisco municipal transportation agency, deputy director for taxis and accessible services kate toran, san francisco municipal transportation agency agency, paratransit manager. there will be a break, the council will take a 10- minute break. item 7, information item, ada transition plan capital projects for fiscal year 2015 and fiscal year 2016. an annual update on requested capital funds to provide design and construction on the remainder of the city's ada transition plan projects. information on other ada transition plan projected that are currently in design and construction, presentation by john paul scott deputy director for physical access, mayor's office on disability. public comment is welcome. item 8, information item. play area ada checklist. an overview of the play area ada check lift for new city playgrounds and recommended design policy. this policy will impact nearly 30 new accessible play areas scheduled for construction in par

injury, or outside of work, develop some type of disability. and one process that we have for that is our reasonable accommodation process. so one of our employees does develop a disability, then we will work with that employee and the medical restrictions, we will review what the medical restrictions are and we will try to locate another job that is in compliance with the medical restrictions within their own department. if that is not possible, then they are sent to a city wide search. so we actually look in all of the city departments and our 60 city departments to try to find a position for that employee so that if we can continue the city employment and so this is for the retention of our disabled employees. in addition to that, we do have reasonable accommodation coordinators in every city department. and so that employees do have a disability can go to those coordinators and request accommodations and also, any types of systems that they may need such as dragon speak, or anything else that might assist them, again, to retain their positi

in disability court?n: boy, that's tempting. ( laughter ) oh, i would love to comment on some of that. but not... i'm really sorry, i don't think i should right now. >> kroft: conn didn't want to go into it with senator coburn's investigators, either. they worked on the case for two years, interviewing witnesses and poring over disability documents. that's why they asked us to protect their identities. what did you find out in west virginia and kentucky? >> coburn: significant fraud. >> kroft: does the name eric conn ring a bell? >> coburn: mm-hmm. i would tell you, i wouldn't want him for a brother-in-law. and he's got a lot of money, and the american taxpayer paid him that money. >> kroft: is he breaking the law? >> coburn: that's probably going to be determined by the department of justice. >> kroft: coburn's report, which was released last fall, showed that conn collected more than $13 million in legal fees from the federal government over the past seven years, and that he paid five doctors roughly $2

individuals there it was a cash initiative it was extremely successful why can't we do that the disabled make a cash incentive if they lee live on the fifth or ofth floor get all the disabled and elderly off the upper floors you'll safe lives if that's implemented. that's a buff thing to be proud of. we're talking about elevators that's fine but if the real world what happens. if a disaster or fire that's what we should be talking about seriously. >> just to clarify steve one of your recommendations help move folks with disabled disabilities to lower floors. >> sure. >> is this something you've seen or suggestions directly from surveys? >> well, i give when i talk about disaster preparedness my workshops i do two or three a month and i ask how many have disabled in the upper floors and that's a huge number i i can't say 50 percent but there small business making sure someone that's disabled moves into an ar o they move to the lower floors that will save lives and how this is done through cash incentives that is not what you're talking about but we should be talking about that i'll take t

and disability ratings prepared by va. departments -- military departments determine fitness for duty and only compensate service members for conditions that compromise their ability to perform their military duties. v ark compensates -- va compensates for all positions incurred or aggravated during military it is service. the advantages of ides compared to legacy systems include the elimination of duly candidate medical -- duplicate medical exams, consistency between dod and va disability ratings and reduced wait times for va disability benefits since rating determinations are completed prior to service members' separation. these advantages have contributeed to improved service member within the ides process. we're continuing to implement process enhancements such as improvemented policy, increased saf thing -- increased staffing levels and new training requirements for caseworkers. these and other improvements have enabled us to achieve and remain below our ides core processing goal of 105 days for the past several month

about disaster preparedness my workshops i do two or three a month and i ask how many have disabled in the upper floors and that's a huge number i i can't say 50 percent but there small business making sure someone that's disabled moves into an ar o they move to the lower floors that will save lives and how this is done through cash incentives that is not what you're talking about but we should be talking about that i'll take the opportunity to present that. thank you >> thank you steven. >> okay. >> next speaker i called all the cards so people who have not spoken if folks would line up if that's a problem physically lettuce know. >> hi. i'm angela chiu i work at the roman center. we have programs for s r o tenants we have the s r o collaboratives and also the s r o family night collaborative. today, i have brought one statement from a tenant that is working and couldn't come so i want to share that with you. so i'll read here statement. her name is woe you didn't know lou. she lives on clay street s r o building. there are 64 units in the building with an exhilarated. they've experie

disabilities to lower floors. >> sure. >> is this something you've seen or suggestions directly from surveys? >> well, i give when i talk about disaster preparedness my workshops i do two or three a month and i ask how many have disabled in the upper floors and that's a huge number i i can't say 50 percent but there small business making sure someone that's disabled moves into an ar o they move to the lower floors that will save lives and how this is done through cash incentives that is not what you're talking about but we should be talking about that i'll take the opportunity to present that. thank you >> thank you

, especially a non-visible disability. so anna came to our office about two weeks ago and has been quite a treat to work with her. you will hear more about her in a few minutes when she will introduce herself. but all i want to say is that she has infused our office with the youth and vigor and kind of inspiration that some of us old bureaucrats need sometimes. [laughter ] so i'm very happy to introduce her to you, and hope that you would find her as fun and refreshing and fun to work with as we have. so maybe anna can come up. >> good afternoon my name is anna burnec, 16 years old and a stative to e nationive to san francisco and i'm also in the autistic spectrum and diagnosised with pervasive developmental disorder not otherwise specified or ppos, which is one of the three autistic spectrum disorders. although i live a normal life, it can make things a little more complex. for example, i have problems with comprehending not so simple directions to places and i have to write them down. i don't really watch many reality sh

i wanted to thank supervisor kim and rosemary and the senior disability for taking this action. i know if we can build a tunnel from mission bay to chinatown it shouldn't be a problem to fix elevators that are denying seniors and disabled access to things we with enjoy. it optional requires pill will and political leadership to fix the elevators. i haven't seen the recommendations put in front of you so i can't speak to those but i have a couple of short time recommendations first i don't think that dph and h s a should be referring seniors or disabled to senior rose where is the elevators are not working. they need to referring seniors and disabled to s r os to premises where the elevators are working. that seems like short term and no cost to the city. thank you >> thank you very much. next speaker. >> betty trainer i was asked to read a letter that was part of the survey that we took on elevators. the elevator in the rivera hotel located on jones street is currently a working elevator, however, the management has suspended tenant from the use of the elevator 0 is the garbage

>> able bodied people using disabled placard. the program problem may be bigger than you think. >> satellite could look closer than ever at your car, even you and it is all legal. >> after the break talking about a slight chance of showers. there is clouds moving in now. what that could mean as we head into the next 24 hours. >>> tonight 2 investigates uncovers abuse of parking privileges meant for the disabled. half a million people in the bay area can park for free with no time limit but ktvu's eric rasmussen found abled bodied people are using the placards for themselves. why there is more pressure than ever to do something about it. >> reporter: we are here in downtown oakland and advocates say this is one of the problem spots. i took a walk and i counted 16 cars with disabled parking placards. there is a chance some of those placards don't belong to the people who parked here. >> reporter: before the giants game even starts. these san francisco parking control officers are playing defense. in lot a outside at&t park. >> find

incurred during service, and the claimed disability. are accuracy experts here are -- our accuracy experts here are ms. stokes. >> one of the areas where the oversight is lacking has to do with the local quality reviews. at the local quality level, we did find that the accuracy reviews that they would conduct on a local basis was lacking. while they did have some, they did find it to be inadequate. when we discussed this with staff, they told us that they were busy and had other responsibilities and that they did not have the time to conduct a comprehensive review. at the national level, we found there was a lack of oversight and that the method that starr uses to select their samples was lacking in that it did not sufficiently identified enough cases. you could get a feel for what the accuracy rate was with the quickstart claims. or they co-mingled the results of the quickstart cases with the results of the regional office. as an example, the winston-salem office had 255 reviews, but only six of those claims that were reviewed were rel

thank you >> hello, i'm betty trainer i'm here from the snvr and disability action. i'm not exactly speaking for them because this is the first time i've heard about the legislation by so we will have to look at it more carefully but was pleased to hear about it we, of course, support affordable housing and increasing that limit i personally have felt that 15 percent was low and reduced to 12 are percent to your at least trying to move it up to 20 percent in the tenderloin i've been to meetings where the developers build new condos and they give us 12 percent no, thank you this is what you're required to do if you say 20 percent we'll thank you. it makes sense so we'll look at it more closely but i want to thank for this legislation >> thank you very much. is there any additional public comment on item number one seeing none, public comment is closed. so supervisor kim it appears there was a drafting from the city attorney's office it appears that with john gibner, deputy city attorney is confirming that i think there are two places that needs to be changed page 4 li

. >>> disabled plaquers with the people actually using them. >> why are you using somebody elses disabled plaquered. >> why not every violator is what you might expect. >>> the temperature bump ahead where you live and where we could see a chance for some showers. >> on the hunt for sex traffickers. the young girl rescued as our camera rolled and her admission to police. >> how old are you again? >> 15. >>> girls rescued from the sex trade and hundreds of pimps arrested in a sex trafficking sting. nationwide more than 100 cities took part in operation cross country netting 281 alleged pimps in handcuffs and 168 children rescued. bay area officers freed six girls. ktvu's debora villalon went with them as they rescued one just 15 years old. >> yes team four is moving in right now. >> reporter: police enter a hotel room where only moments before the suspected prostitute had offered sex to a decoy cop for a few hundred dollars. she is hustled out quickly because more women are on rout to this corridor for their own hook ups they've advertised online and more officers are waiting to pounce on

disability. i ended up in an s-r-o. i've been in the s-r-o for 10 years. thank god for the subsidy because i live in -- without the subsidy i couldn't afford to live in -- where i'm living now, $700 for an s-r-o. i've been in there on the waiting list for social housing for two years trying to get a place. you know what, i haven't had a bath in ten years. you know why? because i live in a room. i have a desire to have an apartment where i can sit in a tub instead of standing in a shower. right now i have a daughter who makes $18 an hour. she has one child. she lives in public housing because the rent is so high in san francisco. she can't afford to have a place. she can't afford a first-time home buyer program we looked into. right now i have a brother who has been living in a house that my parents deceased, they've been living there for 25 years, okay. in san francisco the person -- somebody else purchased that house. my brother right now is handicapped and he's being displaced. we're trying to

disability evaluation cases. in ides, service members receive a set of disability examinations conducted according to va protocols and disability ratings prepared by va. the departments of military departments determine fitness for duty and only compensate service members for conditions that compromise their ability to perform their military duties. va compensates for all conditions incurred or aggravated during military service. the advantages of ides compared to legacy systems include the elimination of duplicate medical exams, consistency between d.o.d. and disability ratings and reduced wait times for va disability benefits since rating determinations are completed prior to service members separation. these advantages have contributed to improved service member satisfaction within the ides process. we're continuing to implement process enhancements such as improved policy and increased staffing levels and new training requirements for caseworkers. these and other improvements have enabled us to achieve and re

la voz serve low-income family, single mothers, the homeless and people with disabilities. everybody else is welcome, too. we create workshops, training, [speaker not understood], empower, skills, skill to create leaders in the community. but we [speaker not understood] your support and consideration. thank you very much. >> thank you very much. next speaker, please. >>> good morning, supervisors. i'm jonathan wernick, the executive director of baker places where you've worked for 30 years. i'm here today on behalf of the human services network. the only problem in coming and testifying and asking for money is coming and testifying and asking for money. and it may seem to you that we are always asking for money and always asking for more money. i want to be clear that actually what we're trying to do is keep pace with the rate of inflation, keep pace with the increased costs of food, of housing, of health care, of the requirements that the city puts forth, both in terms of the agency, ao, new requirements which we support in terms of increased wages, and all of the rest of