Money, do they have to originate in the house . In the region either place . Can they originate either place . How do they end up on the president s desk . Guest constitution says it is revenue, not spending bills that have to start in the house. Any bill other than a tax bill may start in either chamber. At the end of today, both chambers have to pass an identical bills for the bill to get to the president. Normally, it does not matter where it starts. Host senate has not passed a budget in recent years. How can we make wise decisions . Guest that is one of the fundamental problems. The senate has chosen not to bring the house does start spending bills. They passed a law last year. The senate brought in to the floor. The senate in recent years has not seen fit to bring spending bills to the floor. That is where you get a gridlock and bills not passing on time. Ultimately, they have to pass both chambers. Host with some of the former speakers from the 19th and 20th centuries recognizes Congress Today . Guest rules structure in the house is about the same as it was, not quite, but close to the same as it was in the early 20s and in the early 20th century. The Senate Looks Like it always has been extended debate and difficulty coming to a vote. That is what it was intended to do. Host the next call is from pennsylvania. Caller with the original separation of power between congress and the president , it seems depending on the president in power, the Congress Seems to agree with pretty much everything they do. There seems to be a lot of separation between congresss duty and the president s duty. Has congress been more agreeable to the president if they are the party of the president . Guest is a good question. I think you are right. It is when they are the party of the president. Right now, congress is split. It is not moving fast on the agenda from president obama. When there were majorities in the house and senate, he got a lot of what you wanted. President bush got a lot of what he wanted from the republican congress. The difference is the parties now are more ideologically solid than they used to be. You have a situation where the separation of powers can disappear when the same Party Controls both ends of pennsylvania avenue. Host this year marks the 40th anniversary of the schoolhouse rock video about when a bill becomes a law. I am just a bill on capitol hill. Guest we teach why that is not really the way it works. You get the sense from the video that a bright idea from the rankandfile membership might become a law. Is better to think about congress, particularly the house, as a place where the decision is made as to what the agenda will be in the rankand file respond. It does not quite work that way. The constitution requires bills to pass in identical form in the house and senate. That is the only thing in the constitution. The other legislative process is determined by the house and senate. Host i was going to sing it but we are out of time. One last thing. Almost everything i learned in my High School Civics class is what you are saying. John haskell from georgetown university, thanks for stopping by. Tomorrow, washington journal will focus on sequestration. We will have two folks on to talk about Defense Department cuts and what sequestration will mean, any chance and a chance for you to check in with one of the governors. That is tomorrow morning. We will take you now live to the Marriott Hotel in washington, d. C. , as the morning session is about to start with gov. Markell of delaware and gov. Fallin of oklahoma. This mornings session is focused on miles from the private and public sector. This afternoon, a discussion on education and the workforce. Thank you for joining us on the sunday. I hope you enjoy the rest of your weekend. Now live coverage of the winter nga meeting. [captions Copyright National cable satellite corp. 2013] [captioning performed by national captioning institute] cspan is back at the National Governors association meeting. Today, a look at how the public and private sector can Work Together to employ people with disabilities. One of the moderators in the foreground, judy woodruff, and gov. Markell and governor allen are the chair and vice chair of this years gathering. At 2 30, we will bring you a discussion about education. They should be starting momentarily. Were just about ready to get started, if everyone can take their seats. Thank you. Good morning, everybody. I want to welcome all of you. I want to thank my colleagues for joining me for this moderated discussion on employing people with disabilities. We began our discussion yesterday on this topic during the opening plenary. The ceo of walgreens share the story of walgreens. We thought it was very compelling white employing people with disabilities has been good for the company and its bottom line. Today, i am excited to start discussions amongst governors that takes it to the next level about how states can support businesses in implementing programs to include these individuals with disabilities. As you will see today, advancing and one opportunities and dancing in plymouth opportunities for these folks cuts across partisan lines advancing these include opportunities for these folks cuts across partisan lines. Everyone can and must work should have the opportunity to do so. The focus today is about leadership. I have talked with companies that have increased their employment of people with disabilities. I have heard time and time again about how important leadership is a critical factor. The commitment house to start at the top. Successful efforts to employ people with disabilities starts with the strong leadership. We have an Incredible Opportunity to spur action in our states to make it easier for businesses to employ people with disabilities. Were fortunate to have as our moderator is one of our most prominent journalists, a seasoned veteran with more than 35 Years Experience covering the white house and nine president ial election. Judy woodruff is coanchor of news hour. Her body of work includes a documentary on nancy reagan, a project on young americans. She hosts her own show on bloomberg television. The founding cochair of the womens media foundation, a former recipient of the edward r. Murrow Lifetime Achievement award. A mother of three and disability advocates. Were fortunate to have heard today to moderate this session. Please join me in welcoming our esteemed moderator, judy woodruff. [applause] thank you, gov. Markell. I am delighted to be here with you. I am especially pleased your highlighting this important issue of employment and work for people with disabilities. I am so glad to take part in facilitating this particular discussion coming on the heels of yesterdays comments. I know you had a wonderful conversation after he spoke. I am the mother of a son with significant physical disabilities since he was a teenager. I have seen firsthand how those with challenges have a much more difficult time getting an education and a job. All they want to do, in my view, is to become contributing members of society. I have yet to meet a person with disabilities who has the capability of holding down a job who would rather do nothing and let others take care of him or her. Our son jeff lives in an active community designed for people with disabilities. His work is at a College Athletic center in maryland where he spends six hours a week keeping track of student i. D. s , monitoring security, and the use of exercise equipment. It sounds like a small job and a little amount of time. He would love to work more, but it is a critically important part of his week. He had only been working there for one month, originally as a volunteer, when he spoke up and asked when he would start to be paid. [laughter] he got a check the next month. He takes his job so seriously that when the College President s wife came to use the facility for the first time without an official i. D. , he would not let her come and tell someone about it for her. He did not lose his job and they laugh about it today. My husband and i have seen what the difference it makes in his sense of selfworth to be able to perform work that is needed, to have people counting on him every day, and to be able to make a meaningful contribution. We want to talk about how that is happening and the country in the private sector and in the public sector. We have a superb panel to help facilitate this conversation. I want to introduce them. We will hear from them first. Then we will bring all of the governors in to be part of the discussion. I would like to introduce joan mcgovern, a Vice President at j. P. Morgan chase. She is the engagement manager with corporate technology. Ceded to the right of the governors is the vice chair of the governors. To her right is neil christopher, a Vice President of manufacturing operations of the company in maryland founded in 1947. They have over 60 employees. On your right in the center is judy human, a special adviser on International Disability rights at the state department. She has spent more than 30 years in advance and the rights of those with disabilities internationally and in the u. S. Every level of government. Our fourth panelist is seated on your left. He is the professor of Public Policy and director of the center for Workforce Development of rutgers at rutgers state university. It is a superb group of individuals to take part in our conversation today. I want to begin with you, joan, and ask from the corporate perspective when you have seen about what it is like to bring people with disabilities in, the possibilities and challenges. Good morning, everyone. Thank you for this opportunity. I am thrilled for the level of focus of this issue is being given today. Congratulations to everyone on that. From 2004 to 2009, when i managed an initiative within j. P. Morgan chase that took a look at people with disabilities and how we reflect them across the firm in the full spectrum with our products, services, policies, and procedures. It started with the tone at the top. Our ceo, corporate senior executives, business executives, managers throughout the firm, that was the directive. This is where were going to go and how were going to do it. From the leadership perspective, they were engaged. That was critical. Moving forward, several other items i took a look at with the support of the firm was the pipeline. The outreach and where we were recruiting and what needed to be enhanced. From there, taking a look at hiring. The focus was going to be on skills. If an individual wanted a position at j. P. Morganchase and they have the skills, we wanted to engage them and see how they would become part of our culture. Insuring productivity. How do we accommodate . What accommodations would be needed . Where did we need to expect . What needed to be enhanced to make sure those accommodations could be carried forward . Communications internally and externally. What are the various channels and what did we need to do . We moved forward on those. Then technology, how do we insure technology is accessible . Probably most important, how do we grow, broaden, and retain this level of employment in the firm . We realized people with disabilities looking to have a position, their approach is sometimes different. Those differences needed to be embraced. It was in that difference that we found a huge opportunity. An effective way to do business. It was not just a matter of bringing individuals into the firm, but how to retain them. We did not want to have a revolving door. It is an issue of placement. The numbers come in. Then what happens to individuals. We wanted to take a look at the retention practices we need to put in place to enhance the careers. It is not just a job. We started to look and say, the individuals we have hired with disabilities, have them the power advocates to partner with every policy, service, and business. Use them of subject Matter Experts within the firm with our products have and services as channels to our clients. Along the way, what was so important was the job coaches for the organizations we dealt with. Those are individuals able to partner and support us as we continue to do business. They were able to assist us with working with the employees that have disabilities. I would ask you to be smart. This is not a broad brush initiative. It is not a onesizefitsall. Knowing the volume and quality of your pipeline within your state. There may be disabled veterans coming into your large cities as they come back from the war, from the middle east. As they come back and your state, work with the population. If it happens to the enlarged population who did a Large Population it happens to be a Large Population of the deaf community, work with them. One of the items we did was to look at the skills. We worked with the states vocational rehabilitation. We were able to set up a statewide data base. We would be able to upload our positions. We were able to see the candidates available. It was not the vocational rehabilitation organizations going out to various companies. It was one and done and made it very efficient. Focus on retention as opposed to just placement. There may be an opportunity with job coaches with the state of the economy. There is a possibility to take a look at individuals that have retired or may be on unemployment. Maybe there is a way to work that into the djokovic pipeline into the job coach pipeline to assist Companies Moving forward. Transportation is the last item i would like to speak about. That is from a Remote Access perspective. When areas we heard individuals saying that is one of the areas we heard individuals saying, i have gotten a position, how do i get there . We had to cross the threshold and work with the department of transportation to make that happen. In other states, instead of having a separate service of transportation for individuals with disabilities to come to our employment, we took a look at the transportation situation right now. Maybe we just did different types of vehicles that can be called upon to be able to accommodate a person with a disability. Candidates with disabilities that can get to us, that have the skills, they work. Thank you thank you for your time. [applause] how many cities or states . This was across the country. Neills turn to christopher from baltimore. Thank you for inviting us back to the National Governors association. We are in much smaller employer with 60 employees. We have been in business since the late 1940s. We make windows and doors. We did not start out to hire people with disabilities. We were approached by a job developer from the arc that answered an ad replaced a local newspaper. We were looking for. Employees. The job developer called me and asked if we heard people with disabilities. I said that i would like to think that we do, but this is not a safe environment. We have machines capable of imputation. We have pieces of glass as big as the windows in this room. We have forklifts that move throughout the building. We would like to think we could accommodate people with disabilities, but it is probably not a safe environment. The job developer was very smart. She asked for 15 minutes of my time. I thought 15 minutes was exactly the right amount of time to brush her off. [laughter] i invited her to our facility. I went to the people that run the saws and asked what they needed to be more effective. They said, if you can have people to put in the stripping, we can fly. Janet said the people she was bringing like repetitive work. That seemed like it might be a good fit. We brought our first person in from the arc. It has to be a topdown initiative but also at the bottom up the initiative. I had to get the ball in from the owners of the company. I had to get the buy in from the owners of the company and the employees. They asked. Questions. They have the same concerns about safety, logistics, how it would work. We found they were a very good partner. We cannot have done this without the arac. They provided job coaches and transportation. For the small company, that is not an option. The arc does that work and provides us with very capable employees. Our first employee came to us in 2003 and did a terrific job. We thought it was great and we would hire people with disabilities. Robin looked around and saw other jobs. She said she would like to try putting hardware on windows. That is a complex job with a different iterations of products. We waited until a slow time and gave her a chance to do it. She did a terrific job. Now we did not have anybody to put the stripping in the windows and doors. We had to go back and say we needed another person. The process group. Grew. We had three people from the arc. A lot of them come from the Social SecurityTransition Program. She said she had a young lady about to graduate from high school and asked to vote be interested in hiring her. She said she was coming from the Maryland School for the blind. She said she is blind when it might be a good fit. We brought jessica and with her parents. Her dad is an engineer. Her mother is a teacher. Very bright people, all of them. Very particular. She is blind with other disabilities. We gave it a shot. The job coaches had been with us for a week or two with other people. With jessica, the job coaches were there for six weeks. It had nothing to do with her. It had to do with me. I was very concerned. They finally had to trick me. They said we need the job coach at another place. Can you give her up for a day . Jessica was fine. This was our concern as a manufacturer. I have had the opportunity to talk to the Social Security advisory board. That is what the region that is one of the points were asked about what keeps companies from hiring people with disabilities. I would say the number one factor is fear. Let us show you how it can work. Take a tour. You will notice jess. She has a yellow hard hat so the forklift operators can see her. We have been able to mainstream all of these employees t