Let me just go through some steps here just so I understand it better.

The employer has to be the moving party? I mean, if they are going to hire someone with a disability, they have to request or file a 14(c) application?

For 5,000-some employers?

But the renewals you say are sometimes denied?

Are there ever any worksite visits at all?

Would these site visits, would they be the ones made if there is indication of any problems or something like that?

Do you have any idea how many investigators we are talking about? We still don't know.

Do we have any data on what percentage of investigations result in penalties to the employer?

The reason I ask that is that it is my understanding that the Iowa Workforce Development requested information about the number of 14(c) employees in the State of Iowa--not just here, but in the State--and where they were employed, and…

The only way you would ever find out about a 3(m)--so when they file the renewal for 14(c), they don't have to file 3(m)?

I suspect there are a lot of 14(c) employers that have never seen a Wage and Hour investigator.

How many are there now?

Perhaps we need to more narrowly define what people with disabilities are eligible for this.

Thank you again for holding this hearing. I will be glad to answer any questions.

Thank you very much, Mr. Leonard, for the testimony, the advice, and the suggestions.

Are these 135 site visits then, are they sort of unannounced visits where inspectors show up and say, 'I am with the Wage and Hour Division?'

Is the Department of Labor more likely to investigate particular worksites or particular industries?

I just wonder how they track it, too.