President’s Message

Trouser suspenders for the military will be started in production next month. This article has not been produced by RLCB since the early 1990s. Other articles such as the kit bags, equipment suspenders, sling arms, pillows, mattresses and sleeping bags continue to accelerate increased numbers each month. From January 2003 to January 2004 the number of employees in production has doubled to over 100 employees with direct blind labor hours at RLCB Cutters at 100 percent and the Clinic at a ratio of 75 percent. The military base supply stores are reporting increased sales due to our troops returning home for a period of time and other units deploying.

This year RLCB will be developing and providing program services for people in the community who are blind or visually impaired. This will also include the start-up of a volunteer program.

The success and positive attitude of the board of directors, staff, employees and community members is mission driven to serve people who are blind or visually impaired and enable them "to achieve their highest level of independence in all aspects of their lives."

Every year, NIB salutes outstanding associated agency employees whose stories of dedication and commitment reinforce the value and continued relevance of our mission. There are two awards given for which an employee may be nominated.

The first is the Milton J. Samuelson Career Achievement Award. Milton J. Samuelson was well respected for his innovation and leadership in developing competitive training and placement programs for people who are blind. In his honor, the Milton J. Samuelson Career Achievement Award was established. This award is given to an individual who is blind and who embodies outstanding leadership qualities, a commitment to excellence, and demonstrated career advancement.

The Easy Access Reading Program (EARS) featured in this newsletter was developed by Kellie and is expected to be a tremendous success. Kellie is pursuing other programs that will expand RLCB’s focus. She hopes to promote personal success and independence through positive, personal development and enhanced quality of life. Such programs might involve health and wellness, transition, independent living, a computer resource lab, a low vision clinic, and a seniors program.

Kellie is the eldest of three children and was born in Fayetteville, NC. She was diagnosed with glaucoma at age 11 and began to notice a decrease in vision when she was 14. Kellie is also this year’s nominee for the national Milton J. Samuelson Career Achievement Award.

After orchestrating a number of focus groups and networking with various agencies, RLCB is spring boarding a new volunteer-based program called the Easy Access Reading Service (EARS). Through EARS, volunteers will sign up to read correspondence, articles, recipes, etc. to visually impaired and blind individuals. Initially, reading appointments will be scheduled between nine a.m. and seven p.m. on either Tuesdays or Thursdays. Reading sessions will be held at the Raleigh Lions Clinic for the Blind at 315 Hubert Street in Raleigh. Those interested in volunteering or requesting the reading service may contact the Raleigh Lions Clinic for the Blind at (919) 833-8611.

Assistant Director of Service Development Kellie Hightower-Spruill is eager to sign up both volunteers and those who would like to use the service. Kellie said, "I hope those interested in the program will understand that we are just in the beginning stages and will be patient as we try to recruit volunteers and meet the expected demand for service."

In May 2003 Hazel Robinson was terminated from a job with Wendy's Restaurant. A job she had held for ten years. The Supported Employment (SE) Program of RLCB had worked hard to forge a partnership between Wendy’s and Hazel. Her visual disabilities were matched specifically to her abilities and it gave Wendy’s a well-trained, reliable employee.

She was the dining room attendant, wiping trays and tables, filling condiment containers, making sure there was a steady supply of napkins and straws, replenishing the salad bar as needed, lending a helping hand to the kitchen crew, and offering a clean dining room to the daily stream of customers. Hazel worked five days a week, five to six hours a day.

Hazel's work ethic, punctuality and resourcefulness in getting to work in snow, ice and rain won her praise from management and many friends. Hazel was the Wake Forest Road's Wendy's longest running employee.

When new management took over in 2002, Hazel had to negotiate some difficult times. Luckily Hazel had the full support of her SE Counselor Raine Pierce. The new focus of management seemed to be saving money and they were less receptive to Hazel and her disability. Her hours were cut, schedules rearranged, and each employee had to do more with less. Over the year, Hazel settled for 15 hours a week, a 50 percent cut in work hours. Despite Raine’s efforts to meet with Hazel’s supervisors it seemed their actions were non-negotiable.

When new job descriptions were issued in April of 2003, it seemed evident that Hazel would be let go. Dinning room attendant duties were expanded beyond Hazel's abilities. With encouragement from her counselor, Hazel hung on to her job even though she worked only one day a week, three hours a day.

In May 2003 Hazel was terminated. Raine decided the public should know what occurred at Wendy’s and its treatment of employees with disabilities. In July 2003, letters were written to the Raleigh News and Observer and to the Chief Operations Manager of Wendy’s in Ohio.

The following Tuesday morning, Raine received a call from Wendy's Director of Human Services in Raleigh NC. A meeting was set to discuss the events that led to Hazel's termination. After much discussion, the Wendy’s representative agreed that Hazel's treatment did not represent the philosophy of the company and apologized. Before the meeting concluded, Hazel had her job back.

Hazel returned to work the very next day to find that management staff was replaced. She felt welcomed and appreciated. Hazel will continue to receive encouragement and advocacy from the RLCB Supported Employment as long as she remains a Wendy’s employee.

As a reminder, the RLCB Board of Directors approved the Medical Reimbursement Plan for this fiscal year (July 01, 2003-June 30, 2004). An eligible employee can receive reimbursement for medical and dental claims for themselves or qualified dependents that have not been paid by any insurance program, up to the limit of $250.00 this plan year. Claims received in our office by the 15^th of the month can be processed at the end of the month. Claims need to total at least $10.00 to be processed (with any balance payable with the final medical reimbursement check written).

Please remember to send in outstanding Medical Reimbursement claims by June 30^th, if possible, for accounting purposes. However, the plan allows a ninety-day grace period (through September 30^th) for claims from the prior plan year to be submitted for processing. Any unused Medical Reimbursement amounts not claimed in the account by September 30^th is forfeited.

Trial work period employees must wait until the 91^st day of employment to be eligible for Medical Reimbursement and be regularly scheduled to work a minimum of 25 hours per week. Temporary employees are not eligible for Medical Reimbursement. Please remember that Medical Reimbursement is a discretionary benefit and must be approved each plan year.

In the event of inclement weather, we will operate on a normal schedule unless you are notified otherwise. When severe weather or other emergency conditions exist, you should call the Raleigh Lions Clinic for the Blind, Inc. at 833-8611 after 6:00 AM to listen to any inclement weather message for delays or closings. If an inclement weather message has not been left, it can be assumed that we are open on a regular schedule. You should make every (safe) effort to be at work on time if it is reasonably possible.

Should the facility be closed during inclement weather, the employee must use available vacation leave if he or she is to be paid for the time lost.

The allowable gross monthly earnings (Substantial Gainful Activity) are $1,350.00 for persons who are blind and receive SSDI. This is the monthly limit that Social Security allows a blind person to earn when receiving Social Security Disability Insurance (SSDI). Please remember that earnings do not include certain impairment-related expenses. Asset limits for determining SSI (Supplemental Security Income) continue to be $2,000.00 for an individual and $3,000.00 for a couple.

At the 2003 holiday luncheon, certificates were awarded to employees for years of service, given in five-year increments. This will be done annually, but since this was the first time, there was a little catching up to do. Therefore, employees’ service years were rounded down to the nearest five-year period. For example, everyone with five to nine years of employment received five-year certificates, 10 to14 years received 10-year certificates, etc. Below are the individuals who were honored for their dedication to the Raleigh Lions Clinic for the Blind.