TESTIMONY 8: REFERENCES BY RALPH B. IBARRA

PORT OF SEATTLE COMMISSION MEETING I October 09, 2018

For the record, my name is Ralph B. lbarra, President of DiverseAmerica Network and I reside in
Algona, WA. I also am a senior protagonist for our Nation's uniformed service members, veterans, and
military families. As such, the details contained in Commission Agenda Memorandum Brieng Item 9b
and the attendant slides refer to the Port's employee demographics as being aligned with the
guidelines that are set by the Ofce of Federal Contract Compliance Programs (OFCCP). Alas, two (2)
signicant constituent groups are not included in this briefing that I believe the Commission should
give due consideration.
For your information, the Ofce of Federal Contract Compliance Programs (OFCCP), protects
workers, promotes diversity and enforces the law. OFCCP holds those who do business with the
federal governmentcontractors and subcontractorsresponsible for complying with the legal
requirement to take afrmative action and not discriminate on the basis of race, color, sex, sexual
orientation, gender identity, religion, national origin, disability, or status as a protected veteran.
Section 503 of the Rehabilitation Act of 1973, as amended that took effect on March 24, 2014,
contains a specific provision for employment and advancement of qualied individuals with
disabilities; and I quote the OFCCP regulations: "Any contract in excess of$10,000 entered into by any
Federal department or agencyfor the procurement ofpersonal property and nonpersonal services
(including construction) for the United States shall contain a provision requiring that the party
contracting with the United States shall take airmative action to employ and advance in employment
qualified individuals with disabilities. "
Effective March 24, 2014, the United States Department of Labor Ofce of Federal Contract
Compliance (OFCCP) Final Rule strengthens requirements for Federal Contractors and Subcontractors
to recruit, hire, promote and retain "Individuals With Disabilities": "41 CFR Part 60-741 - Affirmative
Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals
With Disabilities; Final Rule"
Additionally, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended that took
effect on March 24, 2014, contains a specic provision for Veterans' employment emphasis under
Federal contracts; and I quote the OFCCP regulations: "Any contract in the amount of$100,000 or
more entered into by any department or agency of the United Statesfor the procurement ofpersonal
property and nonpersonal services (including construction)for the United States, shall contain a
provision requiring that the party contracting with the United States take affirmative action to employ
and advance in employment qualified covered veterans."
Also effective March 24, 2014, the United States Department of Labor Ofce of Federal Contract
Compliance (OFCCP) Final Rule strengthens requirements for Federal Contractors and Subcontractors
to recruit, hire, promote and retain "Protected Veterans": "41 CFR Part 60300 - Affirmative Action and
Nondiscrimination Obligations of Contractors and Subcontractors Regarding Special Disabled Veterans,
Veterans of the Vietnam Era, Disabled Veterans, Recently Separated Veterans, Active Duty Wartime or
Campaign Badge Veterans, and Armed Forces Service Medal Veterans; Final Rule"
Thank you for your thoughtful consideration and I am at the convenience of the Port of Seattle
Commissioners and the Port's Senior Executives in providing additional details about the contents of
this testimony.


Ralph B. lbarra, President | Cell/Text: (253) 653-4645 | E: Ralph@MBEWorld.com | Web: DiverseAmerica.Net