EMPLOYMENT OF THE HANDICAPPED AND DISABLED VETERANS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05054A000100100018-8
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 1
• Document Creation Date: December 12, 2016
• Document Release Date: July 14, 2000
• Sequence Number: 18
• Publication Date: November 26, 1975
• Content Type: REGULATION

Approved For Release 2001/11/01: CIA-RDP78-05054A000100100018-8
ADMINISTRATIVE - INTERNAL USE ONLY
NOTICE NO. LN 20-166
LN 20-166
PERSONNEL
26 November 1975
EMPLOYMENT OF THE HANDICAPPED
AND
DISABLED VETERANS
References: (a)
(b)
1. Since the enactment of Public Law 93-112 (Rehabilitation Act of
1973) and Public Law 93-508 (Vietnam Era Veterans' Readjustment Assistance
Act of 1974), Affirmative Action Plans have been developed by the Agency
for the employment and advancement of handicapped and disabled veterans.
However, in order for the Agency to recognize any success in these programs,
it is necessary that individual employees, as well as each of our division
and staffs, become involved.
2. Who are the handicapped? The 1974 Amendments to the Vocational
Rehabilitation Act of 1973 define a handicapped person as one who: "Has
a physical or mental impairment which substantially limits one or more of
such person's major life activities; has a record of such impairment; or
is regarded as having such an impairment. As the last part of this defini-
tion suggests, 'handicaps' sometimes exist more in the minds of the non-
handicapped than in reality."
3. With an increased awareness and effort on the part of Logistics
personnel, I believe considerable strides can be made in these programs;
and it is for this reason that I have named , Personnel and STATINTL
Training Staff (P&TS) as OL's program coordinator for the handicapped.
The Office of Personnel is responsible for managing the Agency's Affirm-
ative Action Plans, and OL will work closely with them in locating quali-
fied candidates for employment. It is worthwhile to point out that jobs
will not be "created" to accommodate a handicapped person. Through
recruitment efforts, job applicants will be selected and assigned on the
basis of their skills; and careful job analysis will assure compatibility
between job requirements and the applicants' talents. As applicant files
are received from qualified individuals, will contact appro- STATINTL
priate offices to discuss the programs and the applic=ants' qualifications
k
-- -_--, ---
prior to m
a
ng
MLCHAEL J//MALANICK
Director o Logistics
Approved For Release 2001/11/01: CIA-RDP78-05054A000100100018-8
ADMINISTRATIVE - INTERNAL USE ONLY