A relic from the Great Depression and largely unchanged since 1938, 14(c) belonged to the world in which goods were produced in a factory with much simpler technology. Those days a worker's productivity, a simple measurement of output during a finite time period, was the primary factor employers used to determine his/her wage.
In the twenty-first century, a worker's contribution to his/her employer or workplace is multi-dimensional; it cannot simply be measured by measuring output per hour. Other factors such as a worker's reliability, honesty, and ability to work in a team can be more important than productivity.
The use of productivity to determine the wage of a worker with a disability at a task of which he/she has no control and which is not consistent with his/her attributes or preference. Such workers usually benefit from no job accommodation.
Discriminatory practice allowed by the existence of 14(c) has to be phased out, with multi-year plan of technical and other assistance to CRPs for transformation, peer-to-peer support, better individual and employer engagements, and improved knowledge on benefits planning.
More state governments can be "Model Employers". The practice of "States as Model Employers" has now been adopted by about 20 states. This practice goes beyond the simple additional job opportunities for people with disabilities through preferential hiring by state governments. Such action shows employers in the private sector that states are "walking the walk", and not just merely "talking the talk."
Benefits planning must be simplified and streamlined. Social Security Administration could be more effective and work more efficiently if its personnel in different states could develop focused responsibility of working with workers with disabilities in their regions.
Many high-performing states and private-sector employers have long recognized that hiring people with disabilities is not only the right thing to do, but is also good for the bottom line. An October 2018 study over four-year period by Accenture of 45 companies which were leaders in disability employment and inclusion found that these companies enjoyed 28 percent higher revenue and 30 percent higher profit margins than their peers. The Accenture analysis also revealed that if one percent more people with disabilities joined the mainstream labor force, the Gross Domestic Product of the US would increase by $25 billion.
So, why don't we, as a country and society, take action to improve our economy, and most importantly, to end discrimination of the last group in the US society which remains largely segregated in work settings, a group of people without a path to economic self-sufficiency or complete community integration???