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With findings like this, it is easy to see the viewpoint of opponents of 14(c) as they claim that potential for abuse is extremely high. However, the GAO also found in the same report that “almost all work centers provide a range of support services designed to enable 14(c) workers to obtain and perform their jobs, such as close supervision and transportation services. Many work centers also provide support services that may benefit 14(c) workers outside the workplace, such as speech therapy and psychological counseling” (GAO.gov, 2001). If those employers had to employ all of their current Section 14(c) workers at wage' class='brand-secondary'>minimum wage, not only would payroll costs skyrocket, but the work centers would no longer be able to provide additional support (GAO.gov, 2001). Based on this information, it becomes apparent that there has not been any clear assessment of past Section 14(c) policy performance.

As mentioned earlier, there are many proponents and opponents of current Section 14(c) legislation, as well as numerous stakeholders involved. Obvious stakeholders are persons with disabilities, their families, and employers who currently utilize a special minimum wage certificate. In addition, there are a number of organizations on both sides. The National Federation for the Blind (NFB); for instance, calls Section 14(c) “discriminatory” and supports legislation that will phase out and eventually repeal it (NFB.org, 2013). On the other hand, ACCSES (Awareness, Community, Collaboration, Empowerment, Support and Success) which represents over 1,200 disability service providers supports greater funding for regulation and enforcement of current Section 14(c) statutes (ACCSES.org). Our community partner for this a...

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Policy option three is similar to option two with regard to policy responsibility, as this alternative would also need action on the part of Congress to pass a bill, as well as action on the part of the President, who would need to sign the bill into law. For this alternative, new wage certificates would cease to be issued immediately. Next, over a three year window every organization holding a wage certificate would see it expire. For-profit organizations would lose their certificates after year one, followed by governmental entities in year two, and non-profits in year three. Lastly, at the end of year three Section 14 (c) would be officially repealed.

In order to evaluate each of the three policy alternatives provided above, four evaluative criteria will be used. The evaluative criteria are listed below, followed by a more in-depth explanation:

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