STATE OF HAWAII
WORKFORCE DEVELOPMENT COUNCIL
DEPARTMENT OF LABOR AND INDUSTRIAL RELATIONS
830 Punchbowl Street, Room 417
Honolulu, Hawaii 96813
Telephone: 808.586.8670
Facsimile: 808.586.8674
e-mail: dlir.Workforce.Council@hawaii.gov
Web site: http://hawaii.gov/labor/wdc
The Hawaii Workforce Development Council is a private sector-led body
responsible for advising the Governor on workforce development
to support economic development and employment opportunities for all.
The Council is also the State Workforce Investment Board for purposes of the
Workforce Investment Act (“WIA”) of 1998.
It assists the Governor in developing and updating
comprehensive fi ve-year strategic workforce investment plans
and oversees public workforce investment activities in the state.
H a w a i i W o r k f o r c e D e v e l o p m e n t C o u n c i l
…Finding Workers
August 2007
One-Stop Job Centers
HireNet Hawaii
In July 2006, the Department of Labor and Industrial
Relations launched an internet labor exchange site that
will revolutionize the way in which Hawaii job seekers can
learn about available jobs, and how Hawaii employers
can hire employees. The purpose of this state-of-the art
system, called HireNet Hawaii, is to attract a broad range
of job seekers, providing a talent pool that possesses the
skills employers require. For more information, visit
www.Hawaii.gov/labor and click on HireNet Hawaii.
Big Island Workplace Connection
www.1stop4youths.com
Hilo Office
1990 Kinoole Street, #102
Hilo, HI 96720
981-2860
Kona Office
74-5565 Luhia Street, Bldg. C,
Bay 4
Kona, HI 96740
327-4770
WorkSource Maui
www.worksourcemaui.org
Maui Office
2064 Wells Street, #108
Wailuku, HI 96793
984-2091
Kaunakakai Civic Center
55 Makaena Street, #4
Kaunakakai, Molokai
HI 96748
553-1755
Kauai *WorkWise!
www.workwisekauai.com
Kauai Office
3100 Kuhio Highway, #C-9
Lihue, HI 96766
274-3056
(Photo Credits)
Single mom: image provided by Dreamstime.com
Business team: © Photographer: Phil Date | Agency: Dreamstime.com
Older female: © Photographer: Jaimie Duplass | Agency: Dreamstime.com
Wheelchair: © Photographer: Gustaf Brundin | Agency: istockphoto.com
HireNet Hawaii illustration from www.Hawaii.gov/labor
workforce development council
31
Members
Gregg T. Yamanaka, Chair President, The LearningBiz Group
Todd Apo Vice-President, Ko Olina Community Association;
Honolulu City Council member
Jeff Bloom Owner & CEO, CTA Solutions
Jonathan Chun Attorney, Belles, Graham, Proudfoot & Wilson
Russell Chun General Manager, Miramar Hotel; Oahu WIB Chair
Raynard Shayne Chung Training Coordinator, Hawaii Carpenters’ Union
Will Espero Hawaii State Senator
Signe Godfrey President, Olsten Staffing Services
Erwin Hudelist President, Hagadone Printing
Carla Kurokawa Employment & Training Manager, ALU LIKE, Inc.
Corianne Lau Attorney, Alston Hunt Floyd & Ing
Mark McGuffie Ex. Dir., Hawaii Island Economic Development Board;
Hawaii WIB Chair
Lester Muraoka Senior Project Manager, Kamehameha Schools
Norman Sakamoto Hawaii State Senator; Genl Contractor, SC Pacific Corp.
Stevette Santiago Senior VP, Hawaii USA Federal Credit Union
Alex Sonson Hawaii State Representative
Irving Soto Manager, Kauai Community Federal Credit Union;
Kauai WIB Chair
James Tollefson President & CEO, Chamber of Commerce of Hawaii
Robert Tom Culinary Arts Instructor, Hawaii Job Corps;
Operations & Sales, Kona Paradise Candies
Lance Wilhelm Senior VP & Area Manager, Kiewit Building Group
Ryan Yamane Hawaii State Representative
Glenn Yamasaki Kimura Vice President, Bank of Hawaii; Maui WIB Chair
Designees
Calvin Ota
JoAnn Inamasu
Deborah Kim Morikawa
James Hardway
Michael Rota
Kathy Kawaguchi
Henry Oliva
Robert Shore
Ex Officio Members
Linda Lingle, Governor
Charmaine Tavares, Maui Mayor
Mufi Hannemann, Honolulu Mayor
Nelson B. Befitel, DLIR Director
Dr. David McClain, UH President
Patricia Hamamoto, Superintendent
Lillian Koller, DHS Director
Ted Liu, DBEDT Director
Staff
Ann Yamamoto, Executive Director
Dorothy Bremner, Employment Analyst
Carolyn Hildebrand, Employment Analyst
Anna Powell, Employment Analyst
Audrey Yasutake, Secretary
August 2007
Dear Hawaii Employer:
Good employees are hard to find. The Workforce Development Council is pleased to
provide you with the enclosed booklet to help you expand your labor options. For example,
Solutions at Work …Finding Workers provides information on:
• Tax credits available when you hire from certain groups
• Free bonding for new hires who are ex-offenders
• New places to look for job seekers
• What employers say about their “non-traditional” workers
We are experiencing a worker shortage that compels us to widen our search for employees
to include people less commonly considered, such as immigrants, older workers, people
with disabilities, welfare recipients, and ex-offenders. I urge you to give individuals in these
groups, currently underrepresented in the workforce, an opportunity to meet or exceed
your expectations.
Please feel free to copy and share this information. It may also be downloaded from the
Council’s web site:
http://hawaii.gov/labor/wdc . We welcome any of your ideas and
comments. Please e-mail them to
dlir.Workforce.Council@hawaii.gov .
Sincerely,
Gregg Yamanaka, Chair
Hawaii Workforce Development Council
GREGG YAMANAKA
CHAIRMAN
LINDA LINGLE
GOVERNOR
ANN T. YAMAMOTO
EXECUTIVE DIRECTOR
STATE OF HAWAII
WORKFORCE DEVELOPMENT COUNCIL
DEPARTMENT OF LABOR AND INDUSTRIAL RELATIONS
830 Punchbowl Street, Room 417
Honolulu, Hawaii 96813
4
Solutions at Work
Tax Credits Available to Employers 5
Hiring Immigrants
6
The Population
6
Advantages to Hiring Immigrants
6
Finding Employees
7
Hiring Older Workers 10
The Population
10
Advantages to Hiring Older Workers
10
Addressing Employers’ Concerns
11
Finding Employees
11
Retaining Employees
12
Hiring People with Disabilities
14
The Population
14
Advantages to Hiring People with Disabilities
15
Finding Employees
16
Reasonable Accommodations
18
Hiring Welfare Recipients
20
The Population
20
Advantages to Hiring Welfare Recipients
20
Finding Employees
21
Retaining Employees
23
Hiring People with Criminal Histories
26
The Population
26
Advantages to Hiring People with Criminal Histories
26
Addressing Employers’ Concerns
27
Finding Employees
28
One–Stop Job Centers
30
table of contents
5
Tax Credits
Tax Credits Available to Employers
Work Opportunity Tax Credit (“WOTC“)
This tax credit is for employers who hire certain targeted low-income groups,
including vocational rehabilitation referrals, former welfare recipients, veterans,
ex-felons, food stamp recipients, summer youth employees, Supplemental Security
Income (“SSI”) recipients, and 18-24 year olds who reside in federal empowerment
zones (i.e., Molokai). Employers who hire SSI recipients or certifi ed vocational
rehabilitation (“VR”) referrals and who keep the employee for a total of 400 hours may claim
the WOTC. The maximum credit available is $2,400 per eligible new worker. Forms must be
submitted within 21 days of hire.
Welfare–to–Work Tax Credit
This is a federal income tax credit that encourages employers to hire long-term welfare
recipients. Employers who hire and keep the employee for a total of 400 hours may earn the
Welfare-to-Work Tax Credit for up to $3,500 for the fi rst year of employment, and $5,000 for
the second year of employment. The One-Stop Job Centers will check and certify that the
new employee is a long-term recipient of Temporary Assistance for Needy Families (“TANF”).
State Tax Credit for Employment of DVR Referrals,
HRS 235.55.91
This tax credit is for employers who hire referrals from the State Division of Vocational
Rehabilitation (“DVR”). The maximum credit available is $1,200 per certifi ed new worker.
Forms must be submitted within fi ve working days of hire.
Small Business Tax Credit:
IRS Code Section 44, Disabled Access Credit
Small businesses may take an annual tax credit for making their businesses accessible to
persons with disabilities. The credit is 50 percent of eligible expenditures between $250 and
$10,250 for a taxable year. Businesses eligible for the Small Business Tax Credit must have
earned a gross of $1 million or less or had fewer than 31 full-time employees in the year
previous to fi ling.
Architectural/Transportation Tax Deduction:
IRS Code Section 190, Barrier Removal
All businesses may take an annual deduction for expenses incurred to remove physical,
structural, and transportation barriers for persons with disabilities at the workplace.
tax credits
6
Solutions at Work
Hiring Immigrants
The Population
Close to one-fi fth (17.5%) of Hawaii’s population is foreign-born. Six percent of
Hawaii’s population (72,400) entered the state between 1990 and March 2000. In
1990, immigrants were mostly from the Philippines, Japan, Korea, China, Southeast
Asia, and some Pacifi c Islands. Today, 45% of the immigrants still come from Asia.
The number of Pacifi c Islanders has increased, most notably Micronesians and
Marshallese. There has also been growth in the number of Mexican immigrants.
Not all the groups included here are technically “immigrants”. American Samoans and
Guamanians are U.S. citizens, and people from the Marshall Islands, Federated States of
Micronesia and the Northern Marianas have a legal relationship with the U.S. that entitles
them to benefi ts beyond the typical immigrant, but not citizenship.
Advantages to Hiring Immigrants
Those immigrants and refugees who need help in acculturation, training, and job search
supply a steady stream of mostly unskilled labor to the agriculture, hospitality and restaurant
industries in Hawaii. Legal immigrants have work permits issued by the U.S. Immigration and
Naturalization Service.
The State Offi ce of Community Services contracts with several agencies, each targeting specifi c
immigrant groups, to get these individuals job-ready for Hawaii’s workplaces and help them
fi nd jobs. Job-readiness includes English as a Second Language (“ESL”)—often taught in
conjunction with training for a specifi c job, acculturation, occupational training, computer
classes, and provision of transportation and work clothes. The agencies must make speedy
job placements, as the U.S. Immigration and Naturalization Service requires immigrants to be
working within one month. For a year, employment specialists assist the new employees to
be successful in their jobs, solve misunderstandings and provide translation services when
necessary. See the “Contacts” chart on page 8.
Just as these agencies help the immigrants to adjust to the culture of workplaces in Hawaii,
they can also help employers train and coach their existing employees in cultural diversity and
multi-cultural work teams.
The Community Schools for Adults, located throughout the state, provide traditional night
school on Department of Education campuses, teaching adult basic education and ESL classes.
They also will try to accommodate requests for ESL classes at the employers’ work sites and
basic education classes customized to the employers’ needs.
immigrants
7
Hiring Immigrants
Honolulu
Farrington: 832-3595
Kaimuki: 733-8460
McKinley: 594-0540
Central/Windward Oahu
Moanalua/Aiea: 837-8466
Wahiawa: 622-1634
Windward: 254-7955
Leeward Oahu
Kapolei: 692-8210
Waianae: 697-7025
Waipahu: 675-0254
Neighbor Islands
Hilo: 974-4100
Kona: 327-4692
Kauai: 274-3390
Maui: 873-3082
Contacts for Community Schools for Adults
Finding Employees
One-Stop Job Centers have pools of job applicants as well as business services to assist
employers. For instance, One-Stops can arrange on-the-job training (“OJT”) or customized
training contracts for eligible job applicants, whereby the employer trains the worker on the
job for at least 20-30 hours a week and the One-Stop pays up to 50% of the person’s wage
for a limited period. In the case of customized training, the employer commits to hiring the
individual who successfully completes that training.
The
Temporary Assistance for Other Needy Families (“TAONF”) program provides
First-to-Work services for eligible two-parent households. Most of these 1,600 households
are non-citizens. TAONF’s employment activities are comprehensive: on-the-job training,
subsidized employment, work experience, and job placement.
Contacts for TAONF Programs
Hilo, Hawaii
Goodwill Employment Works
Waiakea Square Warehouse
200 Kanoelehu Avenue, #102
Hilo 96720
933-9675
Kona, Hawaii
Insights to Success West Hawaii
First-to-Work Unit
75-5620 Palani Rd, #105-A
Kailua-Kona 96740
326-2928
Maui
Insights to Success Maui
First-to-Work Unit
95 Lono Avenue, #201
Kahului 96732
871-9411
Kauai
Insights to Success Kauai
First-to-Work Unit
4211 Rice Street, #205
Lihue 96766
632-0547
8
Solutions at Work
Contacts to Hire the Clients of Immigrant Agencies
Geographic Area Agency Phone
Number
Served
2006 Immigrant Groups
Kalihi
Pacific Gateway
Center
851-7010 110 Micronesians,
Marshallese,
Chinese, Vietnamese,
Filipino
Kalihi
Susannah Wesley 440-5830 45 Micronesians
Marshallese,
Filipino
Downtown
Honolulu
Child and Family
Service
543-8442 86 Chinese, Vietnamese
Kalihi-Palama,
Nanakuli,
Waianae
Samoan Service
Providers Association
842-0218 65 Samoans,
Micronesians
Oahu
Goodwill, Inc 836-0313
(Oahu)
New
Provider
Micronesians,
Marshallese, Filipino
Oahu
Big Island
Catholic Charities 528-5233 x20
(Oahu)
961-7031
(Hilo)
120 Filipino, Chinese,
Vietnamese,
Micronesians,
Marshallese, Mexican
West Hawaii
Hawaii County
Economic
Opportunity Council
961-2681 25 Filipino
Maui
Molokai
Lanai
Maui Economic
Opportunity, Inc.
249-2970 27 Filipino, Micronesians,
Marshallese, Mexican
Kauai
Kauai Economic
Opportunity, Inc.
245-4077
x236
26 Filipino, Marshallese,
Mexican
9
Hiring Immigrants
Employers’ Suggestions for Enhancing Productivity
of the Immigrant Workforce
1
• Actively promote skill enhancement opportunities for immigrants and link them to
increased wages;
• Offer ESL classes at the work site, during work hours;
• Use picture boards – they are great communication tools for workforces that speak
multiple languages;
• Use in-house, hourly employees as training assistants and to serve as interpreters for
limited-English speakers. In-house interpreters can translate during workshops and
training sessions;
• Hire a bilingual employment specialist to assist in recruiting and training employees;
and
• Institute a buddy system to help new immigrant workers assimilate quickly.
(Endnotes)
1
National Association of Manufacturers, Center for Workforce Success, 2005
10
Solutions at Work
Hiring Older Workers
The Population
Baby boomers say that age 60 is the new 40. In A Work-Filled Retirement, Rutgers
University’s 2005 survey of workers’ views about employment and leisure, nearly
seven in ten workers reported that they plan to continue to work for pay following
“retirement” from their main job. Money and the need to keep busy motivate older
people to continue working. This is a great talent pool to tap.
Of the population age 65 and older in Hawaii, one-fourth (25.5%) are between 65 and 69. Over
a fi fth (22.0%) of the 65+ population are between 70 and 74. Another fi fth (20.9%) are between
75 and 79. Nevertheless, only 10% of those aged 65-79 are active in the workforce. Forty fi ve
percent (62,200) of the 55 to 64-year olds are active in the workforce. Each county’s share is
commensurate with its population size.
Hawaii’s Older Resident Population by Age, with County Estimates, 2006
Age Group State Total Oahu Hawaii County Maui County Kauai
Total 1,285,498 909,863 171,141 141,440 63,004
55-59 years 81,855 57,855 10,800 9,000 4,200
60-64 years 61,218 43,342 8,142 6,734 3,000
65-69 years 45,701 32,374 6,100 5,027 2,200
70-74 years 39,543 28,000 5,293 4,350 1,900
75-79 years 37,412 26,462 4,950 4,100 1,900
80-84 years 29,826 21,117 3,950 3,259 1,500
85+ years 26,888 19,000 3,548 2,940 1,400
Advantages to Hiring Older Workers
In general, older workers are a seasoned talent pool. If they are already in your workforce, they
have institutional memory and established relationships with your clients.
In addition to the experience they have accumulated on-the-job, older people may have
developed the skills you want during their career breaks and volunteer work.
As a growing consumer group, they can provide insights about your customers’ needs and
expectations.
Older workers per se are not attached to tax credits. However, they may have other
characteristics that will allow employers to claim tax credits for them. See “Tax Credits Available
to Employers” on page 5.
older workers
11
Hiring Older Workers
Addressing Employers’ Concerns
A person 40 years or older cannot be denied a job or promotion, fired, or subjected to unequal
terms and conditions of employment because of age. An employer’s adherence to fair and
equitable treatment of all employees is the foundation for addressing each of the following
employer concerns.
Employers have expressed concern that retaining their older workers is expensive due to
higher salaries and benefits. To address this issue, employers may want to negotiate one of the
flexible employment alternatives presented on page 13.
Another employer question is whether an employer can require older workers to undergo
a physical examination as a condition of employment. This can be done only after the offer
of employment has been made. The same examination must be required of all entering
employees in that job category, and the medical information must relate directly to the
essential functions of the job. Employers who emphasize wellness, lifting correctly, and
ergonomic settings have enhanced the productivity of their older workforce.
Some employers believe that older workers may be reluctant to learn new skills and methods.
Employers should be prepared to give basic computer training to older workers, as this can be
a brand new skill for some of them. For all your employees, high technology skills may need
upgrading every one or two years. Successful employers advocate empowering employees to
develop the skills they need to advance on the job regardless of age.
Finding Employees
One-Stop Job Centers have pools of job applicants as well as business services to assist
employers. For instance, One-Stops can arrange on-the-job training (“OJT”) or customized
training contracts, whereby the employer trains the worker on the job for at least 20-30
hours a week and the One-Stop pays up to 50% of the person’s wage for a limited period. The
employer commits to hiring the individual who successfully completes customized training.
The
Senior Community Service Employment Program (“SCSEP”) is a part-time employment
training program for low-income persons age 55 or over. Program participants are placed
at community and government agencies for training in entry level jobs. To hire SCSEP
participants, contact one of the training providers in the following chart.
12
Solutions at Work
Contacts for SCSEP Training Providers
Downtown Honolulu,
Oahu
Respite Companion Services Program
One Kapiolani Building
600 Kapiolani Boulevard, Suite #305
Honolulu, HI 96813
586-5192
Chinatown, Honolulu,
Oahu
Honolulu Community Action Program
33 South King Street #300
Honolulu, HI 96813
521-4531
Hilo, Hawaii
Senior Training & Employment Program
865 Piilani Street
Hilo, HI 96720
961-8752
Wailuku, Maui
Maui Economic Opportunity, Inc.
99 Mahalani Street
Wailuku, HI 96793
249-2970
Lihue, Kauai
Kauai Economic Opportunity, Inc.
2804 Wehe Road
Lihue, HI 96766
245-4077
Job listings in local military base newspapers reach local older workers, their family members,
and military personnel who are about to retire or be discharged. MIDWEEK
publishes the base newspapers that carry job listings. Call 247-8755 or visit
www.midweek.com .
13
Hiring Older Workers
Retaining Employees
Employers’ Suggestions for Enhancing Productivity of Older Workers
• Put all forms in large print
• Post repetitive signage
• Ask for the workers’ suggestions
• Re-organize work around physical impairments that may appear with age. For help with
this, see the Reasonable Accommodations section of “Hiring People with Disabilities”.
• Base promotions on well-established and publicized criteria such as:
¤ Professional skills
¤ Ability
¤ Potential
¤ Work ethic
¤ Interpersonal skills
¤ Overall value to the organization
• Negotiate flexible employment alternatives
Flexible Employment Alternatives
• Compressed work week. The employee works four 10-hour days instead of
five 8-hour days.
• Flextime. The employee comes in earlier and leaves earlier, or starts later and
leaves later.
• Job reassignment. The employee accepts less pay for a less-demanding job
within the company.
• Job redesign. The employee negotiates a modified job description that is more
appropriate for the individual, thereby allowing the person to remain employed.
• Part-time work. Rather than retiring, the employee works part-time to assist with job
training, fill in for absent staff, or help with special projects.
• Phased retirement. Employees close to retirement gradually reduce their hours.
As work is reduced, take-home pay declines.
• Job sharing. Two part-time employees divide the hours and responsibilities of a
full-time job between them.
• Telecommuting. An employee works at home part- or full-time using a telephone
and computer to communicate with the office.
• Sabbatical. The employer provides a valued employee with paid time off in exchange
for a commitment to return to work at a mutually agreed upon time.
14
Solutions at Work
Hiring People With Disabilities
“The disability population is one that any of us can join at any time.”
Tammie McNaughton
Director of Corporate Diversity & Work Life, Highmark
Chair, Pennsylvania Business Leadership Network
The Population
In Hawaii, more than 15% of the population, or around 180,000 people have
disabilities. Almost three-fi fths of those who are ages 21-64 are employed. That
means almost 50,000 potential skilled employees are not employed.
Potential Employees Who Have Disabilities
Oahu
33,000
Hawaii County
7,700
Maui County
5,500
Kauai County
2,000
“Person with a disability” means an individual who has a physical or mental impairment that
substantially limits one or more of the person’s major life activities, has a record of such an
impairment, or is regarded as having such an impairment. Major life activities include hearing,
seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning, or
working.
Some Famous People with Disabilities
Ludwig van Beethoven,
composer and pianist, was deaf.
Thomas Alva Edison,
inventor of the electric light, was slightly deaf, diabetic, and had a learning disability.
Albert Einstein,
atomic physicist most famous for his Theory of Relativity, probably was autistic.
Steven Hawking,
physicist/mathematician, uses a wheelchair and a computerized speech-synthesizer.
Leonardo Da Vinci,
famous artist, was dyslexic.
John F. Nash,
mathematical genius and Nobel Laureate, has schizophrenia.
Pythagoras,
mathematician of right-angled triangle fame, had epilepsy.
U.S. President Franklin Delano Roosevelt
used a wheelchair.
Marla Runyan,
American runner who competed in the 2000 Olympics, is legally blind.
disabilities
15
Hiring People with Disabilities
Advantages to Hiring People With Disabilities
The growing number of individuals with disabilities are also consumers who can provide their
employers with insight into the consumer needs, new markets, and expectations of a greater
variety of customers.
Employees with disabilities rate equal to or higher than non-impaired co-workers in job
performance, safety, and attendance.
A company’s insurance premiums and training costs are lowered when an employee who
became disabled on the job subsequently is rehabilitated and returns to work.
Tax credits available to employers include:
• Small Business Tax Credit: IRS Code Section 44, Disabled Access Credit
Small businesses may take an annual tax credit for making their businesses accessible to
persons with disabilities. The credit is 50 percent of eligible expenditures between $250
and $10,250 for a taxable year. Businesses eligible for the Small Business Tax Credit must
have earned a gross of $1 million or less or had fewer than 31 full-time employees in the
year previous to filing.
• Architectural/Transportation Tax Deduction: IRS Code Section 190,
Barrier Removal
All businesses may take an annual deduction for expenses incurred to remove physical,
structural, and transportation barriers for persons with disabilities at the workplace.
• Work Opportunity Tax Credit (“WOTC”)
This tax credit is for employers who hire certain targeted low-income groups, including
vocational rehabilitation referrals, former welfare recipients, veterans, ex-felons, food
stamp recipients, summer youth employees, SSI recipients, and 18-24 year olds who
reside in federal empowerment zones (i.e., Molokai). Employers who hire SSI recipients
or certified vocational rehabilitation (“VR”) referrals and who keep the employee for
a total of 400 hours may claim the WOTC. The maximum credit available is $2,400 per
eligible new worker. Forms must be submitted within 21 days of hire.
• State Tax Credit for Employment of DVR Referrals, HRS 235.55.91
This tax credit is for employers who hire referrals from the State Division of Vocational
Rehabilitation (“DVR”). The maximum credit available is $1,200 per certified new worker.
Forms must be submitted within five working days of hire.
16
Solutions at Work
The federal Americans with Disabilities Act (“ADA”) and state discrimination laws
do not limit employer rights:
• Employers can and are expected to hold disabled employees to the same performance
standards of essential job functions to which they hold employees without disabilities.
• Although drug addiction is covered under ADA, employers can and are expected to test
for illegal drug use as a condition of employment and at any time during employment.
Employers can terminate employment based upon the test results.
• Although alcoholism is covered under ADA, employers can discipline and discharge
employees whose alcohol adversely affects job performance or conduct. Employers can
require that employees on the job not be under the influence of alcohol.
• An employer can require a physical examination as a condition of employment, only
after the offer of employment has been made. The same examination must be required
of all entering employees in that job category, and the medical information must relate
directly to the essential functions of the job.
Business Leadership Network (“BLN”)
Your business peers can tell the story best. Hawaii has recently joined the national Business
Leadership Network (“BLN”), whereby employers describe their companies’ experiences
in hiring people with disabilities. Hawaii’s lead employer is Clinical Laboratories of Hawaii.
Contact the company’s Human Resources Director, Cara Heilmann at 680-7236:
• To learn more about local employers’ experiences with hiring employees
who have disabilities;
• To join the Business Leadership Network.
Finding Employees
One-Stop Job Centers have pools of job applicants as well as business services to assist
employers. For instance, One-Stops can arrange on-the-job training (“OJT”) or customized
training contracts for eligible job applicants, whereby the employer trains the worker on the
job for at least 20-30 hours a week and the One-Stop pays up to 50% of the person’s wage
for a limited period. In the case of customized training, the employer commits to hiring the
individual who successfully completes that training.
17
Hiring People with Disabilities
Contacts for the Division for Vocational Rehabilitation (“DVR”)
Contacts for Goodwill Units
Oahu DVR
586-5167
Big Island DVR
974-6444 (Hilo)
323-0025 (Kona)
Maui County DVR
984-8350
Molokai DVR
553-3621
Kauai DVR
274-3333
The State Division of Vocational Rehabilitation (“DVR”) pre-screens job applicants to fit the
employer’s needs. DVR also provides a range of services that support people with disabilities
and their employers to achieve job success and retention, including technical assistance
for accommodations, counseling and follow-up services to the employee for successful job
adjustment and performance, on-the-job training, Disability Awareness training for your new
employee’s co-workers, and Employer Certification for the State Tax Credit for Employment
of VR Referrals. The State First-to-Work program has contracted with Goodwill Industries of
Hawaii to support welfare participants with temporary disabilities into jobs and/or work-
related activity. Supportive services can include child care and transportation subsidies, and
reimbursement for work-related expenses. Employment counselors work with employers to
assist in job placement, retention, and work performance.
Honolulu, Oahu
680 Ala Moana Boulevard, #402
Honolulu 96813
737-2800
Waipahu, Oahu
94-275 Mokuola Street, #201A
Waipahu 96797
675-0680
Hilo, Hawaii
200 Kanoelehua Avenue, #102
Hilo 96720
933-9675
18
Solutions at Work
Reasonable Accommodations
For the purposes of employment, a “qualified person with a disability” is an individual who,
with or without a reasonable accommodation, can perform the essential functions of a
particular job. “Essential job functions” are clearly defined by analyzing the job’s component
tasks and determining the demands these tasks place on the worker and the working
conditions under which the job is performed.
The ADA requires that employers provide reasonable accommodations to qualified applicants
and employees with disabilities unless it can be established that undue hardship is placed on
the operation of the business.
“Reasonable accommodation” is a modification or adjustment to a job, the work environment,
or the way things are usually done, to enable a qualified individual with a disability to attain
the same level of performance or to enjoy equal benefits and privileges of employment as are
available to a similarly situated employee without a disability.
Examples of Reasonable Accommodations
• Making existing facilities readily accessible to and usable by individuals with disabilities;
• Job restructuring, part-time or modified work schedules;
• Appropriate adjustment or modifications of examinations, training materials, or policies;
• Acquisition or modification of equipment or devices; and
• Provision of qualified readers or interpreters. To hire interpreters for deaf people, contact
the Hawaii Registry for Interpreters for the Deaf at
www.hrid.org or 392-2549 (V).
For technical advice on providing reasonable accommodations to qualified
persons and employees with disabilities:
• DVR – See phone numbers on page 17.
• Disability and Community Access Board -
www.hawaii.gov/health/dcab/resources/resources.htm
• Assistive Technology Resource Center of Hawaii (provides training on the use of assistive
technology in the workplace) –call 532-7110 or visit
www.artc.org
• PacMed Assistive Technology Center of Hawaii - www.pacmed.hawaii.com
• Island Skill Gathering (provides a variety of rehabilitation and assistive technology
services to Hawaii’s disabilities communities) - call 732-4622 or visit
www.isghawaii.com
• US Department of Labor, Office of Disability and Employment Policy (“ODEP”)
www.dol.gov.odep
• Job Accommodation Network (“JAN”) in USDOL’s ODEP (a free and confidential service
that provides employers with customized worksite accommodation solutions) – call
1-800-526-7234 or visit
www.jan.wvu.edu
19
Hiring People with Disabilities
AIDS
Alcoholism
Arthritis
Attention Deficit Disorder
Back
Bipolar Disorder
Brain Injury
Burn Injury
Carpal Tunnel Syndrome
Cancer
Cerebral Palsy
Chemical Sensitivity or
Environmental Illness
Chronic Fatigue Syndrome
Chronic Pain
Heart Conditions
Hepatitis (A, B, & C)
HIV
Latex Allergies
Learning Disabilities
Lupus
Deaf or Hard of Hearing
Diabetes
Drug Addiction
Epilepsy
Fibromyalgia
Fragrance Sensitivity
Mental Retardation and other
Developmental Disabilities
Migraine Headaches
Multiple Sclerosis
Muscular Dystrophy
Myasthenia Gravis
Parkinson’s Disease
Post-Traumatic Stress Disorder
(“PTSD”)
Psychiatric Impairments
Respiratory Impairment
Sleep Disorders
Spinal Cord Injury
Vision Impairments
Wheelchair Users
(in Office Settings)
Job Accommodation Network’s
Publications Describing Potential Accommodations by Disability
20
Solutions at Work
Hiring Welfare Recipients
The Population
Number of Families on Welfare, 2005
Oahu
4,421
Hawaii County
1,442
Maui County
497
Kauai
333
TOTAL 6,693
Single mothers constitute about three-fourths of the population.
The homeless
1
are a segment of actual and potential welfare recipients. Over 6,000 sheltered
and unsheltered homeless persons do not have a fi xed, regular, and adequate nighttime
residence. There is some duplication in the “Number of Families on Welfare” and the “Number
of Homeless Adults”.
Number of Homeless Adults
Oahu
3,300
Hawaii County
1,250
Maui County
1,150
Kauai
350
TOTAL 6,050
Although some are chronically homeless due to mental illness, substance abuse, and disability,
others are in transitional homelessness due to medical bankruptcy, foreclosures, poor credit,
and high housing costs. Businesses will have most success in hiring the transitional homeless
who are able and willing to work and do not need extensive treatment to become employable.
Advantages to Hiring Welfare Recipients
The Work Opportunity Tax Credit (“WOTC”) is for employers who hire certain targeted low-
income groups, including former welfare recipients, food stamp recipients, ex-felons, veterans,
vocational rehabilitation referrals, SSI recipients, summer youth employees, and 18-24 year olds
who reside in federal empowerment zones (i.e., Molokai). Employers who hire and keep the
employee for a total of 400 hours may claim the WOTC. The maximum credit available is $2,400
per eligible new worker. The One-Stop Job Centers will check and send a letter to the employer
verifying that a new employee qualifi es for the credit. Forms must be submitted within 21 days
of hire.
welfare recipients
21
Hiring Welfare Recipients
The Welfare-to-Work Tax Credit is a federal income tax credit that encourages employers to hire
long-term welfare recipients. Employers who hire and keep the employee for a total of 400 hours
may earn the Welfare-to-Work Tax Credit for up to $3,500 for the first year of employment, and $5,000
for the second year of employment. The One-Stop Job Centers will check and certify that the new
employee is a long-term recipient of Temporary Assistance for Needy Families (“TANF”).
To prepare recipients for the workplace the State Department of Human Services (“DHS”) provides
training and work experience through three programs – Community Work Experience Program,
GRANT+ Program, and the Supporting Employment Empowerment Program (“SEE”). Each program
provides different incentives to the employers for their participation. The benefits to the employer for
all of these programs include the following:
• Health insurance is provided by the State.
• Participants are eligible for child care and transportation subsidies.
• Participants are eligible for reimbursement of work-related expenses.
• The employer has a full opportunity to evaluate the individual’s performance
during the training period.
• The only obligation to hire is if the individual has performed to the expectations
of the employer.
Finding Employees
DHS Programs
DHS’ programs provide incentives to employers as they are looking for employees.
In the Community Work Experience Program, the recipient is hired by the employer for training.
The employer does not pay wages to participants during the training period, which is usually about
six months. This incentive may not be applicable in all companies if labor union agreements require
that an individual be hired as an employee after a 30-day period.
In the
GRANT+ Program, the employer is reimbursed $650 a month toward the wages. The balance
of wages are covered by the company. The agreement period is for one year with a possible six-month
extension.
Goodwill Industries operates DHS’
Supporting Employment Empowerment (“SEE”) Program like
a private employment agency. Employers complete a one-page application about their employee
requirements and workplace culture. Within five days, SEE provides employers with at least three pre-
screened candidates to interview for part-time or full-time positions. When a TANF client is hired for a
training period, SEE reimburses the employer $6.75/hour for up to 40 hours a week and an additional
14% of subsidized wages toward Unemployment Insurance, Workers Compensation, FICA, etc. DHS
provides additional monetary incentives to workers who stay employed. SEE will also support the
business and employee to ensure continued success on the job.
22
Solutions at Work
The employer assigns a mentor for the SEE employee, to give on-the-job guidance, answer
routine questions about the workplace, and introduce the SEE employee to the workplace
environment and culture. The employer also completes a one-page performance evaluation
at the end of the training period. A one-page log of the employee’s time serves as the SEE
invoice for reimbursement. The agreement period is typically six months, with two 3-month
extensions. More information is on the SEE web site at
www.seehawaiiwork.org .
Contacts for First-to-Work TANF and Goodwill Units
Honolulu, Oahu
333 N. King Street, #100
Honolulu 96817
677 Queen Street, #400A
Honolulu 96813
Goodwill --
587-3850
587-5250
587-5314
Waipahu, Oahu
Waipahu Civic Center
94-275 Mokuola Street, #105
Waipahu 96797
675-0081
Wahiawa, Oahu
1008 California Avenue, Bldg. B.
Wahiawa 96786
622-6314
Waianae, Oahu
Kakuhihewa Building
601 Kamokila Boulevard, #138
Kapolei 96707
692-7760
Kailua, Oahu
Kailua Business Center
354 Uluniu Street, #401
Kailua 96734
266-9620
Hilo, Hawaii
TANF: 1990 Kinoole Street, #109
Hilo 96720
Goodwill:
1990 Kinoole Street, #102
Hilo 96720
Goodwill:
13 Kekaulike Street
Hilo 96720
981-7290
981-2860
933-0314
Kona, Hawaii
75-5722 Hanama Place, #1105,
Kailua-Kona 96740
327-4755
Maui
270 Waiehu Beach Road #107
Wailuku 96793
243-5866
Molokai
55 Makaena Place, #1
Kaunakakai 96748
243-5866
Kauai
4473 Pahee Street, #G
Lihue 96766
241-3679
23
Hiring Welfare Recipients
Other Resources
The One-Stop Job Centers can assist low income people with job matching and provide
training with Workforce Investment Act (“WIA”) funds. One-Stops can also arrange on-the-job
training (“OJT”) or customized training contracts for eligible job applicants, whereby the
employer trains the worker on the job for at least 20-30 hours a week and the One-Stop pays
up to 50% of the person’s wage for a limited period. In the case of customized training, the
employer commits to hiring the individual who successfully completes that training. The One-
Stops will provide information and assistance on the Work Opportunity and Welfare-to-Work
Tax Credits.
The State Housing and Community Development Corporation of Hawaii (“HCDCH”) contracts
with agencies to provide transitional living shelters and services. These shelters offer some
stability as they may house individuals and families for up to 24 months. Employers may work
with case managers to find qualified job candidates. The web site for HCDCH’s Homeless
Programs is
www.hcdch.hawaii.gov/homeless.html .
U.S. VETS, in addition to shelter and comprehensive services, provides employment assistance,
vocational training, computer classes and educational programs.
See the directory of Transitional Living Shelters on pages 24-25.
Retaining Employees
Work supports, such as the federal Earned Income Tax Credit, child care, transportation, and
food stamps promote employment and job retention by helping to make work pay. Employers
can help workers access these supports by providing information and application assistance.
24
Solutions at Work
Contacts for Transitional Living Shelters
Area
Shelter & Purpose,
Program Operator, Address Phone
East Hawaii
Kihei Pua Emergency & Transitional Shelter
(Singles, Families)
East Hawaii Coalition for Homeless
115 Kapiolani Street
Hilo, HI 96720
961-2559
West Hawaii
Kawaihae Transitional Shelter (Families)
Catholic Charities Hawaii
712 North School Street
Honolulu, HI 96817
982-8609
Hawaii
Beyond Shelter (Singles & Families)
Office of Social Ministry
140-B Holomua Street
Hilo, HI 96720
935-3050
Maui
Maui Economic Concerns of Community
670 Waiale Road
Wailuku, HI 96793
Ka Hale A Ke Ola Emergency & Transition
(Singles, Families)
Na Hale O Wainea Emergency & Transition
(Singles, Families)
242-7600
Kauai
Kauai Economic Opportunity
2804 Wehe Road
Lihue, HI 96766
Komohana Group Home (Singles)
Lihue Court (Families)
245-4077
Leeward Oahu
Alternative Structures International
Transitional Shelter (Families)
86-660 Lualualei Homestead Road
Waianae, HI 96792
696-4039
Leeward Oahu
Maililand Transitional Shelter (Families)
Catholic Charities Hawaii
712 North School Street
Honolulu, HI 96817
696-4885
Leeward Oahu
Onemalu Emergency & Transitional Living Program
(Singles, Families)
Holo Loa`a, Inc.
P.O. Box 75349
Kapolei, HI 96707
682-3869
Leeward Oahu
Waianae Civic Center “Paiolu Kaiaulu”
U.S. Veterans Initiative
P.O. Box 75329
Kapolei, HI 96707
696-6770
682-9015
25
Hiring Welfare Recipients
Leeward Oahu
Lighthouse Outreach Center
River of Life Mission, Inc.
94-230 Leokane Street
Waipahu, HI 96797
680-0823
524-7656
Windward Oahu
Weinberg Village (Families)
Holo Loa`a, Inc.
41-490 Saddle City Road
Waimanalo, HI 90795
259-6804
Honolulu, Oahu
Hale Kipa, Inc.
Transitional Living Program
(Young Men)
2146 Damon Street
Honolulu, HI 96826
589-1829
Honolulu, Oahu
Gregory House Programs
Transitional Shelter (Singles)
770 Kapiolani Boulevard, #503
Honolulu, HI 96813
522-9022
Honolulu, Oahu
Hale Ulu Pono, Steadfast Housing Development
Corporation
677 Ala Moana Boulevard, #713
Honolulu, HI 96813
599-6230
Honolulu, Oahu
Next Step
Transitional Shelter (Singles & Families)
Off Forrest Avenue
Honolulu, HI 96813
845-4565
Honolulu, Oahu
Housing Solutions, Inc.
2734 South King Street, #100
Honolulu, HI 96826
Loliana Shelter (Families)
Nakolea (Working Singles)
Vancouver House Transitional (Singles & Families)
Kulaokahua Transitional (Elderly)
973-0500
522-0540
946-8063
947-7181
599-5759
Honolulu, Oahu
Institute for Human Services
546 Ka`aahi Street
Honolulu, HI 96817
Ka`aahi Street (Women & Children)
Sumner Street (Men)
447-2824
845-7052
537-2724
Honolulu, Oahu
Safe Haven, Mental Health Kokua
1221 Kapiolani Boulevard, #345
Honolulu, HI 96814
737-2523
Area
Shelter & Purpose,
Program Operator, Address Phone
(Footnotes)
1
Much of the information on homelessness in this booklet is taken from
Hiring the Homeless, Hogan Entrepreneurs for Chaminade University, 2005.
Contacts for Transitional Living Shelters
26
Solutions at Work
Hiring People with Criminal Histories
The Population
There are 6,000 prisoners in Hawaii’s prisons and Community Correctional
Centers. Another 1,500 people are in out-of-state facilities, 11,000 on probation,
and 2,500 on parole. Nine hundred (900) re-enter our community each year, for
the most part as parolees. Almost 500 of the new releases are neither violent nor
sex off enders; over four-fi fths of these individuals live on Oahu.
Annual Number of Ex-Offenders Who Re-enter the Community,
Excluding Violent & Sex Offenders
Oahu
435
Hawaii County
30
Maui
35
Kauai
15
Advantages to Hiring People with Criminal Histories
Almost all prisoners will one day return to the community. Since the best indicators of
successful re-entry are employment and a caring relationship, a job will signifi cantly decrease
the likelihood that the ex-off ender will commit other crimes.
The
Work Opportunity Tax Credit (“WOTC”) is for employers who hire certain targeted
low-income groups, including ex-felons, vocational rehabilitation referrals, former welfare
recipients, veterans, food stamp recipients, summer youth employees, SSI recipients, and 18-24
year olds who reside in federal empowerment zones (i.e., Molokai). Employers who hire and
keep the employee for a total of 400 hours may claim the WOTC. The maximum credit available
is $2,400 per eligible new worker. The One-Stop Job Centers will check and send a letter to
the employer verifying that a new employee qualifi es for the credit. Forms must be submitted
within 21 days of hire.
The
Federal Bonding Program, sponsored by the U.S. Department of Labor, provides
individual fi delity bonds to employers for job applicants who, because of their criminal history,
are (or may be) denied coverage by commercial carriers. The bond insures the employer for
up to $5,000 against theft, forgery, larceny, or embezzlement. The fi rst six months of the bond
are free to business and can be renewed at $125 per year. The One-Stop Job Centers and some
private agencies have bonds to issue employers and will make the insurance arrangements for
the employer.
The
State Tax Credit for Employment of DVR Referrals, HRS 235.55.91, is for employers
who hire referrals from the State Division of Vocational Rehabilitation (“DVR”). A number of
ex-off enders are served by DVR for substance abuse. The maximum credit available is $1,200
per certifi ed new worker. Forms must be submitted within fi ve working days of hire.
criminal histories
27
Hiring People with Criminal Histories
Education
Eleven percent (11%) of Hawaii’s prisoners have a college degree, while 42% have no high
school diploma or GED. Hawaii’s Corrections Program offers inmates Community College
educational programs in pre-employment skills, computer literacy, and preparation for
the Automotive Service certification test. Inmates may also take non-credit courses in
environmental science and automotive technology, and earn college credit through distance
learning. They may earn their GED through Adult Education’s internet programs. In fact,
education is a pre-condition of parole. Parolees are eligible for training opportunities available
through the One-Stop Job Centers.
Addressing Employers’ Concerns
Substance Abuse
Employer rights regarding substance abuse are not limited by the federal Americans with
Disabilities Act (“ADA”):
• Although drug addiction is covered as a disability under ADA, employers can test for illegal
drug use as a condition of employment and at any time during employment. Employers can
terminate employment based upon the test results.
• Although alcoholism is covered as a disability under ADA, employers can discipline and
discharge employees whose alcoholism adversely affects job performance or conduct.
Employers can require that employees on the job not be under the influence of alcohol.
• Employers can hold employees disabled by drug addiction or alcoholism to the same
performance standards of essential job functions to which they hold employees without
disabilities.
Criminal History
Checks on criminal convictions allow the employer to consider the appropriateness of a
particular job for an ex-offender the employer would like to hire. Under state law, employers
may not inquire about or consider arrest records.
After a conditional offer of employment, the employer can conduct a criminal history check.
The job offer may then be withdrawn if the applicant has a conviction record within the last 10
years that is rationally related to the job’s duties and responsibilities. As yet, there has been no
Hawaii Supreme Court case law on what “rational relationship” means.
“The two workers have both excelled at their training and gone
beyond our expectations. They are both very dependable and hard
workers and have a job with us for as long as they want. We would
not hesitate to participate in the [ex-offender] program should
more positions open up.”
Zane Watson, President, Island Building Materials
28
Solutions at Work
For certain jobs, employers may check and consider an applicant’s criminal convictions before
offering employment. These include occupations that work with vulnerable populations; i.e.,
in child care, education, school bus drivers, security, nursing, home health care, non-witnessed
direct mental health services, and care homes. A prior criminal history check is also allowed
for liquor licenses, managers of condominiums and cooperative housing, and jobs in banks
insured by the Federal Deposit Insurance Corporation, the insurance industry, aviation safety,
and private detective agencies.
1
Employers may be concerned that they will incur liability if they hire an ex-offender who
later commits a crime. Generally, an employer’s reasonable efforts to check and consider a
prospective employee’s background will satisfy the legal requirements and eliminate the risk
of liability on the employer’s part.”
2
This would mean conducting background checks before
a person starts working. It also means following consistent policies and procedures for all
applicants. Employers can check criminal records at the Hawaii Criminal Justice Data Center
on-line at
http://ecrim.ehawaii.gov/ahewa .
Finding Employees
The One-Stop Job Centers can assist ex-offenders with job matching and provide training
with Workforce Investment Act (“WIA”) funds. One-Stops can also arrange on-the-job training
(“OJT”) or customized training contracts, whereby the employer trains the worker on the job for
at least 20-30 hours a week and the One-Stop pays up to 50% of the person’s wage for a limited
period. In the case of customized training, the employer commits to hiring the individual who
successfully completes that training. The One-Stops will provide information and assistance on
the Work Opportunity Tax Credit and the Federal Bonding Program.
On Maui, the Maui Economic Opportunity, Inc. operates the
B.E.S.T. Reintegration Program for
serious offenders who were convicted of a class A or B felony and are preparing to return to the
Maui community after incarceration. B.E.S.T. provides pre-employment training and Hawaiian
culture, mentors, housing assistance, counseling, substance abuse treatment, job referrals,
and job support services. B.E.S.T. holds periodic job fairs for employers and applicants, where
One-Stops also participate.
Prisoners on furlough perform work in the community and search for jobs under the
supervision of case managers. Employers can provide work slots for furloughed prisoners.
Parolees must obtain salaried employment within 30 days of their release.
The State Department of Public Safety contracts with agencies that provide job readiness
classes to ex-offenders, refer screened applicants, and support the new employee to achieve
job success and retention.
“The guys have learned their lessons and are trying to be good
productive members of society.
We are trying to hire more guys coming out.”
Beachside Roofing, Maui
29
Hiring People with Criminal Histories
Contact Information
Oahu
Oahu Work Links 843-0733
ALU LIKE, Inc. 535-6785
Community Assistance Center 537-2917
Goodwill Industries of Hawaii-
Job Connections
946-9675
Laumaka Work Furlough Center 832-5815
T. J. Mahoney 748-4301 x 304
WorkNet 841-6665
Hawaii County
Big Island Workplace Connection (Hilo) 981-2860
Hawaii Community Correctional Center
Furlough Program
981-5018
Maui
WorkSource Maui 984-2091
Maui Economic Opportunity, Inc.
– .B.E.S.T. Program
249-2990
Maui Community Correctional Center
Furlough Program
243-5850
Kauai
Kauai *WorkWise!
274-3056
Kauai Community Correctional Center
Furlough Program
241-3057
DVR is a resource to employers especially because it serves ex-offenders disabled by
substance abuse. DVR pre-screens job applicants to fit the employer’s needs. DVR also
provides a range of services that support people with disabilities and their employers
to achieve job success and retention, including counseling and follow-up services to
the employee for successful job adjustment and performance, on-the-job training, and
Employer Certification for the State Tax Credit for Employment of VR Referrals.
(Footnotes)
1
HRS §378-2.5
2
U.S. Department of Labor Secretary Elaine L. Chao
“They are really good and consistent workers when on work furlough.
They listen, catch on quick and are hard-working.”
A & D Fencing, Maui
30
Solutions at Work
One-Stop Job Centers
One-Stop Job Centers have pools of job applicants as well as business services to assist
employers. For instance, One-Stops can arrange on-the-job training (“OJT”) or customized
training contracts for eligible job applicants, whereby the employer trains the worker on
the job for at least 20-30 hours a week and the One-Stop pays up to 50% of the person’s
wage for a limited period. In the case of customized training, the employer commits to
hiring the individual who successfully completes that training.
Oahu Work Links
www.oahuworklinks.com
Honolulu Office
830 Punchbowl Street, #112
Honolulu, HI 96813
586-8700
Dillingham Plaza
1505 Dillingham Boulevard, #110
Honolulu, HI 96817
843-0733
Waipahu Civic Center
94-275 Mokuola Street, #300
Waipahu, HI 96797
675-0010
Kapolei Resource Center
601 Kamokila Boulevard, #588
Kapolei, HI 96707
692-7630
Waianae Community Center
85-670 Farrington Highway
Waianae, HI 96792
696-7067
Waialua Shopping Center
67-292 Goodale Avenue
Waialua, HI 96791
637-6508
Kaneohe Office
45-1141 Kamehameha Highway
Kaneohe, HI 96744
233-3700
One-Stop Job Center Locations
one-stop job centers
(Photo and Design Credits)
Young Asian male: © Photographer: Eastwest Imaging | Agency: Dreamstime.com
Blind man: image provided by Dreamstime.com
Prisoner on furlough: © Photographer: Ernest Prim | Agency: Dreamstime.com
Money: © Photographer: Danijel Micka | Agency: Dreamstime.com
Graphic design services by: Bonnie Lee Chappell | blcgraphics.com
One-Stop Job Centers
HireNet Hawaii
In July 2006, the Department of Labor and Industrial
Relations launched an internet labor exchange site that
will revolutionize the way in which Hawaii job seekers can
learn about available jobs, and how Hawaii employers
can hire employees. The purpose of this state-of-the art
system, called HireNet Hawaii, is to attract a broad range
of job seekers, providing a talent pool that possesses the
skills employers require. For more information, visit
www.Hawaii.gov/labor and click on HireNet Hawaii.
Big Island Workplace Connection
www.1stop4youths.com
Hilo Office
1990 Kinoole Street, #102
Hilo, HI 96720
981-2860
Kona Office
74-5565 Luhia Street, Bldg. C,
Bay 4
Kona, HI 96740
327-4770
WorkSource Maui
www.worksourcemaui.org
Maui Office
2064 Wells Street, #108
Wailuku, HI 96793
984-2091
Kaunakakai Civic Center
55 Makaena Street, #4
Kaunakakai, Molokai
HI 96748
553-1755
Kauai *WorkWise!
www.workwisekauai.com
Kauai Office
3100 Kuhio Highway, #C-9
Lihue, HI 96766
274-3056
(Photo Credits)
Single mom: image provided by Dreamstime.com
Business team: © Photographer: Phil Date | Agency: Dreamstime.com
Older female: © Photographer: Jaimie Duplass | Agency: Dreamstime.com
Wheelchair: © Photographer: Gustaf Brundin | Agency: istockphoto.com
HireNet Hawaii illustration from www.Hawaii.gov/labor
workforce development council
31
Members
Gregg T. Yamanaka, Chair President, The LearningBiz Group
Todd Apo Vice-President, Ko Olina Community Association;
Honolulu City Council member
Jeff Bloom Owner & CEO, CTA Solutions
Jonathan Chun Attorney, Belles, Graham, Proudfoot & Wilson
Russell Chun General Manager, Miramar Hotel; Oahu WIB Chair
Raynard Shayne Chung Training Coordinator, Hawaii Carpenters’ Union
Will Espero Hawaii State Senator
Signe Godfrey President, Olsten Staffing Services
Erwin Hudelist President, Hagadone Printing
Carla Kurokawa Employment & Training Manager, ALU LIKE, Inc.
Corianne Lau Attorney, Alston Hunt Floyd & Ing
Mark McGuffie Ex. Dir., Hawaii Island Economic Development Board;
Hawaii WIB Chair
Lester Muraoka Senior Project Manager, Kamehameha Schools
Norman Sakamoto Hawaii State Senator; Genl Contractor, SC Pacific Corp.
Stevette Santiago Senior VP, Hawaii USA Federal Credit Union
Alex Sonson Hawaii State Representative
Irving Soto Manager, Kauai Community Federal Credit Union;
Kauai WIB Chair
James Tollefson President & CEO, Chamber of Commerce of Hawaii
Robert Tom Culinary Arts Instructor, Hawaii Job Corps;
Operations & Sales, Kona Paradise Candies
Lance Wilhelm Senior VP & Area Manager, Kiewit Building Group
Ryan Yamane Hawaii State Representative
Glenn Yamasaki Kimura Vice President, Bank of Hawaii; Maui WIB Chair
Designees
Calvin Ota
JoAnn Inamasu
Deborah Kim Morikawa
James Hardway
Michael Rota
Kathy Kawaguchi
Henry Oliva
Robert Shore
Ex Officio Members
Linda Lingle, Governor
Charmaine Tavares, Maui Mayor
Mufi Hannemann, Honolulu Mayor
Nelson B. Befitel, DLIR Director
Dr. David McClain, UH President
Patricia Hamamoto, Superintendent
Lillian Koller, DHS Director
Ted Liu, DBEDT Director
Staff
Ann Yamamoto, Executive Director
Dorothy Bremner, Employment Analyst
Carolyn Hildebrand, Employment Analyst
Anna Powell, Employment Analyst
Audrey Yasutake, Secretary
STATE OF HAWAII
WORKFORCE DEVELOPMENT COUNCIL
DEPARTMENT OF LABOR AND INDUSTRIAL RELATIONS
830 Punchbowl Street, Room 417
Honolulu, Hawaii 96813
Telephone: 808.586.8670
Facsimile: 808.586.8674
e-mail: dlir.Workforce.Council@hawaii.gov
Web site: http://hawaii.gov/labor/wdc
The Hawaii Workforce Development Council is a private sector-led body
responsible for advising the Governor on workforce development
to support economic development and employment opportunities for all.
The Council is also the State Workforce Investment Board for purposes of the
Workforce Investment Act (“WIA”) of 1998.
It assists the Governor in developing and updating
comprehensive fi ve-year strategic workforce investment plans
and oversees public workforce investment activities in the state.
H a w a i i W o r k f o r c e D e v e l o p m e n t C o u n c i l
…Finding Workers
August 2007
