charge cards, which they submit to the Department, the reason for discharge. It is our understanding that excessive absenteeism was voted by the company when they knew there were other reasons such as an insensitive foremen or a slow-down in the production.

(6) Disciplinary reasons. I would like to give you an example there. During the evening there was a trainee who went to his foreman and asked to be given time off. I must say that he had plenty of time coming to him as far as counseling not only for vocational, but individual counseling and group counseling. He asked the foreman for time off to rush to the hospital because he had received word that his common-law wife had had a miscarriage.

The foreman, according to the trainee, went about to degrade the individual, to tell him that he shouldn't care about her, it wasn't his wife, and so on an and that he would not be permitted to leave the plant under any circumstances.

The trainee stayed there for a few moments.

(7) Company refusal or neglect to refer or permit trainees to receive counseling or supportive services.

Senator NELSON. I would like to have you address yourself to theproblems involving these contracts, what kind of suggestions you might make to improve them. I am not really interested in all the detail of disputes between foremen and others. We know such things occur. The hearings are aimed at trying to figure out how the program works and how it can be improved.

Mr. AMADOR. I concur with you, Senator, and will be glad to go into that. However, my purpose in starting as such is because his statements were made by the company which were not verified by any individual. Then assumptions can be drawn.

Senator NELSON. If there is something you feel about that, you could submit that part in writing, let us look at it. But we are interested in the program and how it can be made to work rather than a detailed discussion of the difference that has arisen between the contractor and subcontractor.

Mr. AMADOR. To change what I had for example No. 5, to see how we can make it work, is the need for effective monitoring in order to prevent an employer from not paying trainees the wages they are due.

As a matter of fact, the subcontractor has filed a complaint on that for approximately $17,000 on backdue wages on behalf of the trainees.

I won't go into the matter further because it is in litigation. So it is a matter of time.

But now I would like to offer some specific recommendations on the JOBS program. I will offer other details on thus particular problem in writing.

Senator NELSON. All right.

Mr. AMADOR. On recommendation No. 1, we believe that a more effective project-monitoring system and improved methods of evaluation should be established; No. 2, additional in-service training for evaluators including specific component familiarization of what we would call on-the-project orientation of evaluators; No. 3, technical

and program assistance to contractors for project implementation and maintenance.

That is to assist them in implementing an effective program.

No. 4, provide suggested project guidelines to assist contractors initially starting JOBS. In other words, a booklet on how to go about implementing your program. Objectively developed for the benefit of the trainee and for effective implementation by the con

tractor.

No. 5, consideration should be given to the adoption of the consortium partial advancement payment concept to the single contractor. No. 6, improved trainee referral and certification methods to allow contractor flexibility in selection of certifying trainees by the local approved office.

We believe the JOBS program is a major breakthrough in job opportunities for the disadvantaged in private industry.

The program, however, has its limitations under the present labor market conditions. We would like to add that because of some recent improvements in the JOBS 70 program we hope to increase the employment opportunities to the relatively neglected Mexican-American of the Southwest and other Spanish-speaking persons throughout the country.

I would like to point out that most programs are funded with the assumption that everyone speaks English. When you include New York, Florida, and west of the Mississippi, there are many thousands of individuals who do not get the opportunity to participate in these programs because of their limitation in communication skills in English.

We hope that special consideration is given by this committee on all legislation to take into consideration the unique problems facing our Spanish-speaking community.

Our records and our files are open for your inspection at any time. I would like to have the permission to submit subsequent information for this hearing.

Senator NELSON. You may submit it. Whatever is pertinent we will put in the record.

Mr. AMADOR. I would like to point out in reference to what was stated previously by the company representative, that disadvantaged individuals should be put on the job immediately and that is pretty much what is happening with the company involved. If such is the case, then it should not be a JOBS MA-3 program, but a simple OJT program. The simple OJT program has been in existence for a number of years and that type of program costs far less than the JOBS program.

If you don't provide the supportive services to any substantial amount, then the OJT program should be utilized in such cases.

Thank you very much for the opportunity. If you have any questions, I will be glad to answer them.

Senator NELSON. Thank you very much. We appreciate your taking the time to come.

The next witness is Mr. Timothy Wise, of the Raytheon Service Co., Burlington, Mass.

STATEMENT OF ROBERT G. HENNEMUTH, VICE PRESIDENT FOR INDUSTRIAL RELATIONS, RAYTHEON SERVICE COMPANY; ACCOMPANIED BY JAMES DINNEEN, SPECIAL COUNSEL; AND HERBERT FAJORS, DIRECTOR OF TRAINING CENTER

Mr. HENNEMUTH. Mr. Chairman, my name is Robert G. Hennemuth. I am a vice president for Industrial Relations of Raytheon Co. With your permission I would like to substitute for Mr. Wise.

On my right I have James Dinneen who is a special counsel for the company. On my left is Herbert Fajors, who is the director of our training center in Waltham, Mass.

Senator NELSON. The committee is very pleased to have you with us to present your testimony.

Mr. HENNEMUTH. What I would like to suggest, if you have a copy of my statement in front of you, I think we might same some time if I picked out some certain sections to emphasize.

(The prepared statement of Mr. Hennemuth follows:)

PREPARED STATEMENT OF ROBERT G. HENNEMUTH, VICE PRESIDENT, RAYTHEON CO.

My name is Robert G. Hennemuth, Vice President-Industrial Relations, Raytheon Company, Lexington, Massachusetts.

Raytheon

is a broadly based electronics company with headquarters in Massachusetts. Our 28,000 employees in Massachusetts make us

the second largest employer in that state. We do not have offices or plants within the City of Boston, but our facilities

are located in the Greater Boston area, within ten to forty

miles from the heart of the city where large numbers of

minority-group persons live.

For the past three years Raytheon has been closely involved with the United States Labor Department operating manpower and training activities. We appreciate the willingness of your subcommittee to listen to our story, and to our ideas for improvements in Federal Manpower and Training Programs. Raytheon was the second company in the country to execute

a manpower and training program under President Johnson's Five Cities program. This contract was executed under the terms of the MA-2 program in January 1968. We believe that contract was successfully completed to the mutual satisfaction of the government, community leaders and ourselves. A new contract was executed in April 1969 under the MA-4 program and we are currently operating under that agreement.

We feel that both of these programs have achieved the objectives of the Federal Manpower Training Programs, and we

#943 ()-70-pt. 4

know that they have enabled us to extend employment opportunities into an area of our citizenry that we might not

have reached as readily as we have other segments of the Greater Boston employment market.

In the 26 months that we have now been operating under Labor Department contracts, we have admitted 511 persons to our various training programs.

Eighty-six percent have been

of minority groups and 14 percent white.

Forty-nine percent

have been males, 51 percent females. All of them were certified as being hard-core unemployed either by an agency called Action for Boston Community Development or by the Massachusetts Division of Employment Security. The educational level of our entering students ranged from third grade to first year of college.

This is what our record looks like: Of the total of 511 persons admitted to the programs, 296, or 58 percent, have completed their Raytheon training and are today actively employed either by Raytheon or by some other firm. They are working as draftsmen or secretaries or clerk-typists or key punch operators or cable makers or computer operators or construction work. Only five graduates, or one percent of the 511, are now unemployed.

A total of 138 persons, or 27 percent, dropped out voluntarily or involuntarily from the two programs. It is worth noting, however, that of those 138 dropouts, 113 are now

gainfully employed again in some occupation.