Thank you, and I appreciate that. I’ve read all that in the Brilliant North 20/20, which, like I said, I think is a good document. What I’m more interested in right now is already we’re including the reference on job ads to indicate that persons with disabilities should identify their disability and indicate that they need to be accommodated. We’ve also got this great diversity officer that this young man in question actually contacted and got information on how to apply, what to do, what to indicate in his cover letter, and he applied on the job at Stanton. At the end of the day, after he passed the interview, after he screened in, passed the interview, had good
references, he was told by Stanton that you’re not getting the job because we won’t accommodate your need.
This is a job pushing a cart in a hospital, Mr. Speaker. So I’m curious what is HR going to do so that in the future this type of thing doesn’t happen again. What we want to make sure is that departments are abiding by our rules. So how do we as a department... How does HR enforce the rules? How are we going to make sure that people understand and implement them as intended? Thank you, Mr. Speaker.