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20–198 2016

HELP WANTED: SMALL BUSINESS PROVIDING 

OPPORTUNITIES FOR ALL 

HEARING 

BEFORE THE

COMMITTEE ON SMALL BUSINESS 

UNITED STATES 

HOUSE OF REPRESENTATIVES 

ONE HUNDRED FOURTEENTH CONGRESS 

SECOND SESSION 

HEARING HELD 

MAY 19, 2016 

Small Business Committee Document Number 114–061 

Available via the GPO Website: www.fdsys.gov 

SBREP-219A with DISTILLER


Congress.#13
(II) 

HOUSE COMMITTEE ON SMALL BUSINESS 

STEVE CHABOT, Ohio, Chairman 

STEVE KING, Iowa 

BLAINE LUETKEMEYER, Missouri 

RICHARD HANNA, New York 

TIM HUELSKAMP, Kansas 

CHRIS GIBSON, New York 

DAVE BRAT, Virginia 

AUMUA AMATA COLEMAN RADEWAGEN, American Samoa 

STEVE KNIGHT, California 

CARLOS CURBELO, Florida 

CRESENT HARDY, Nevada 

NYDIA VELA ́ ZQUEZ, New York, Ranking Member 

YVETTE CLARK, New York 

JUDY CHU, California 

JANICE HAHN, California 

DONALD PAYNE, JR., New Jersey 

GRACE MENG, New York 

BRENDA LAWRENCE, Michigan 

ALMA ADAMS, North Carolina 

SETH MOULTON, Massachusetts 

MARK TAKAI, Hawaii 

KEVIN FITZPATRICK, Staff Director 

JAN OLIVER, Chief Counsel 

MICHAEL DAY, Minority Staff Director 

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(III) 

C O N T E N T S 

OPENING STATEMENTS 

Page 

Hon. Steve Chabot ................................................................................................... 1 

Hon. Nydia Vela ́zquez ............................................................................................. 2 

WITNESSES 

Ms. Lisa Goring, Executive Vice President, Programs and Services, Autism 

Speaks, New York, NY ........................................................................................ 4 

Ms. Terri Hogan, Owner, Contemporary Cabinetry East, Cincinnati, OH ......... 6 

Mr. Rajesh Anandan, Co-founder, ULTRA Testing, New York, NY .................... 7 

Mr. Joe Steffy, Owner, Poppin Joe’s Gourmet Kettle Korn, Louisburg, KS, 

accompanied by Mr. Ray Steffy .......................................................................... 8 

APPENDIX 

Prepared Statements: 

Ms. Lisa Goring, Executive Vice President, Programs and Services, Autism Speaks, New York, NY ......................................................................... 18 

Ms. Terri Hogan, Owner, Contemporary Cabinetry East, Cincinnati, OH . 25 

Mr. Rajesh Anandan, Co-founder, ULTRA Testing, New York, NY ............ 44 

Mr. Joe Steffy, Owner, Poppin Joe’s Gourmet Kettle Korn, Louisburg, 

KS, accompanied by Mr. Ray Steffy ............................................................ 52 

Questions for the Record: 

None. 

Answers for the Record: 

None. 

Additional Material for the Record: 

Source America ................................................................................................. 55 

Testimony of Jose H. Velasco, Head of Autism at Work Initiative in 

the United States for SAP ............................................................................ 57 

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SBREP-219A with DISTILLER

(1) 

HELP WANTED: SMALL BUSINESS PROVIDING 

OPPORTUNITIES FOR ALL 

THURSDAY, MAY 19, 2016 

HOUSE OF REPRESENTATIVES, COMMITTEE ON SMALL BUSINESS, Washington, DC. 

The Committee met, pursuant to call, at 10:03 a.m., in Room 

2360, Rayburn House Office Building, Hon. Steve Chabot [Chairman of the Committee] presiding. 

Present: Representatives Chabot, Luetkemeyer, Hanna, 

Huelskamp, Brat, Radewagen, Curbelo, Hardy, Kelly, Vela ́zquez, 

Clarke, Chu, Lawrence, and Adams. 

Also Present: Representative Smith 

Chairman CHABOT. The committee will come to order. I want to 

thank everyone for being here today. Before I give my opening 

statement I would like to welcome here the co-chairs of the Autism 

Caucus, Chris Smith from New Jersey and Mike Doyle from Pennsylvania, his Democratic counterpart. We thank you all for your 

hard work in this area and appreciate you being here today. 

Often when this committee meets, it is to discuss the challenges 

facing small businesses. Today however, we get to talk about some 

of the truly inspiring opportunities they can offer. After all, small 

businesses are not just the backbone of the American economy, but 

they are also at the heart of our committee. Today the committee 

will hear about the role small businesses are playing in expanding 

employment opportunities for all Americans. 

I am proud to welcome our four witnesses today who have had 

such a positive affect on their communities. I am especially pleased 

that one of our witnesses, Ms. Terri Hogan is visiting us today 

from my hometown of Cincinnati, and we welcome you here. As we 

do all our witnesses I will introduce all of you here shortly. 

For adults with intellectual or developmental disabilities or disorders, finding and sustaining employment can be a real challenge. 

These individuals can be overlooked when employment opportunities arise and too often they are shut out from the workplace all 

together. Yet across the country we are seeing examples of how 

small businesses, with their ability to adapt and accommodate, are 

able to provide employment opportunities to those who might not 

otherwise get a chance. 

Today we are excited to hear about some of these stories and 

learn more about the ways individuals who may have special needs 

are contributing to small business success all over the country. As 

we approach the end of May, graduation season is officially upon 

us. Thousands of young adults will be leaving school, ready and 

SBREP-219A with DISTILLER

2 

eager to join the workforce. This new chapter in their life can 

present challenges for everyone. But for those with intellectual or 

developmental disorders or disabilities this can be especially 

daunting. These men and women leaving school might face a future 

where the prospect of finding employment is unknown and options 

for the future seem limited. Thankfully small businesses working 

to expand opportunities are allowing individuals with special needs 

to enter the workforce and grow their quality of life. 

I am looking forward to hearing from our witnesses today and 

applaud them for the example they have set in showing the tremendous impact expanding employment opportunities can have. 

I now would like to yield to the Ranking Member Ms. Vela ́zquez 

for her opening remarks. 

Ms. VELA ́ ZQUEZ. Thank you, Mr. Chairman. Thank you for putting together this hearing. I am very, very excited. For most people 

work is closely aligned with feelings of self worth and a general 

sense that one is contributing to society. Generally when small 

businesses are succeeding the result is greater employment opportunities for all Americans. Small businesses create jobs in their 

communities, opening doors for their neighbors. We have seen this 

phenomenon recently as the U.S. economy recovered from the 

Great Recession. 

Today we are in the midst of the longest streak of private sector 

job growth in history. In fact, 10 million jobs have been created 

since 2009. And thanks largely to small businesses the overall unemployment rate has been cut in half from 10 percent to 5 percent. 

Unfortunately, one particular demographic continues facing persistent challenges when it comes to securing employment not only 

when there is an economic downturn, but in good times as well. 

Sadly, those with autism spectrum disorder or down syndrome 

have an unemployment rate significantly higher than the national 

average. It is estimated that 90 percent of these individuals are unemployed or under employed. Regrettably this population faces an 

uphill battle to overcome false perceptions about their abilities and 

their capacity as employees. 

Many of those on the autism spectrum excell in specialized kinds 

of work like software testing, lab work and proofreading. They observe details that others miss and are able to focus for long periods 

of time. Naturally they take well deserved pride in their distinctive 

abilities and have a typical ways of viewing the world. Similarly, 

individuals with down syndrome are valued members of the workforce when given the opportunity. They are proven to be efficient 

and loyal employees. 

Yet despite their proven abilities, desire to work and the benefits 

to all parties involved, a lack of opportunity remains. Enhancing 

opportunities for these employees is not only beneficial from a business perspective but also from an overall society perspective as 

well. Research shows employing individuals with disabilities reduces reliance on publicly funded adult services. With increased 

public awareness and inclusion efforts many of the false notions 

about those with autism and down syndrome has been dispelled. 

Today thousands of small businesses are providing not only job 

opportunities but career opportunities to these individuals. We are 

very happy to have some of them here today with us to share their 

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3 

experiences. If there is one thing entrepreneurs are good at, it is 

creating opportunity. 

Today small businesses are at the forefront of creating innovative 

business models that employ these competent and hardworking individuals. I hope today’s hearing will further dispel misconceptions 

while making clear that what we can do to further facilitate small 

business employment for all Americans. On that note, I thank the 

witnesses for testifying and I look forward to your story. Thank 

you. 

Chairman CHABOT. Thank you very much. 

I will now explain our lighting system here. Each of you gets 5 

minutes to testify and then we will ask questions for 5 minutes. 

The green light will be on for 4 minutes, the yellow light will be 

on for 1 minute, to let you know time is wrapping up, and when 

the red light comes on and we would ask you to stay within that 

if at all possible. If you need a little extra time that is okay, but 

try to stay within it to the degree possible. 

I might note we may be—we will be interrupted by votes at some 

point we think around 10:30 or so, so if you hear buzzers go off and 

members go scurry out of the room that is what is happening. We 

will adjourn for a little while, and then some of us will come back 

and some of us will head to our districts. I guarantee I will be back 

and the ranking member will be back. 

Without further adieu I would like to introduce our very distinguished and very interesting panel here today. Our first witness 

will be Lisa Goring. Ms. Goring is the Executive Vice President of 

Programs and Services at Autism Speaks where she has worked 

since 2006. She has been there 10 years. Under Lisa’s leadership 

Autism Speaks has provided resources and support to hundreds of 

thousands of families and individuals with autism all across the 

country. Lisa has implemented many grant programs over the 

years to expand services and support for people of all ages with autism and is working with Autism Speaks on its small businesses 

initiative. We welcome you here this morning. 

Our next witness will be Ms. Terri Hogan, who is coming to us 

from the great city of Cincinnati. Ms. Hogan is the Chairman and 

CEO of Contemporary Cabinetry East, a small business with 

around 70 employees. Seeing the need for inclusion and diversity 

in the workplace, Ms. Hogan has through her business looked to 

provide opportunities to individuals who might otherwise be overlooked or shut out from employment. Her business has also 

partnered with local schools and organizations to provide career exploration tours to connect real world labor skills with the academic 

and life skills curriculum. This helps students gain the skills needed to get into the labor force. 

I would now like to yield to the ranking member for the purpose 

of introducing another witness, Rajesh Anandan. 

Ms. VELA ́ ZQUEZ. Thank you, Mr. Chairman. It is my pleasure to 

introduce Rajesh Anandan who is the cofounder of ULTRA Testing, 

a high quality software testing company employing individuals on 

the autism spectrum. Rajesh began his career at Microsoft and 

then joined Bain & Company where he focused on business incubation and growth strategy. For the past decade he has worked in the 

impact sector, including setting up and running the private sector 

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4 

division at the Global Forum to fight AIDS, TB and malaria. 

Rajesh is a member of advisory board of the Asperger syndrome 

training and employment partnership, the steering committee of 

the UNICEF Global Innovation Center and serves as an adviser to 

a number of technology startups. He holds degrees in computer 

science and electrical engineering from the Massachusetts Institute 

of Technology. Welcome. 

Chairman CHABOT. Thank you very much. We thank the ranking 

member for that introduction. I would now like to introduce our 

final witness Mr. Joe Steffy. Mr. Steffy is coming to us from 

Louisberg, Kansas, where he is better known as Poppin’ Joe, owner 

of Poppin’ Joe’s Gourmet Kettle Korn. He is a shining example as 

to the tremendous promise everyone is capable of achieving. When 

others sought to limit his potential, Mr. Steffy and his family developed a business plan. Through his hard work he has grown his 

business to where Poppin’ Joe’s Kettle Korn can be found at 

Walmarts, fairs, craft shows, car shows and events throughout 

Kansas and Georgia, and hopefully some day in my office. 

Mr. Steffy has also shipped his kettle corn to our troops serving 

overseas. We would have welcomed him bringing popcorn here 

today, but our rules prohibit bringing food into the room, so unfortunately we probably won’t be doing that today, unless he is really 

persistent. 

He is accompanied today by his father, Ray Steffy, who will also 

be available to answer questions. We welcome his father as well. 

Once more we thank all the witnesses for being here. Ms. Goring, 

you are recognized for 5 minutes. 

STATEMENTS OF LISA GORING, EXECUTIVE VICE PRESIDENT, 

PROGRAMS AND SERVICES, AUTISM SPEAKS, NEW YORK, NY; 

TERRI HOGAN, OWNER, CONTEMPORARY CABINETRY EAST, 

CINCINNATI, OH; RAJESH ANANDAN, CO-FOUNDER, ULTRA 

TESTING, NEW YORK, NY; AND JOE STEFFY, OWNER, POPPIN 

JOE’S GOURMET KETTLE KORN, LOUISBURG, KS, ACCOMPANIED BY RAY STEFFY 

STATEMENT OF LISA GORING 

Ms. GORING. Thank you. Good morning, Chairman Chabot, 

Ranking Member Vela ́zquez and members of the committee. Thank 

you for the opportunity to speak to you today about a topic that is 

of great importance to the autism community, advancing the role 

and impact of small businesses and employing individuals with autism. 

As mentioned I am the executive vice president of program services at Autism Speaks. Autism Speaks is the world’s leading 

science and advocacy organization. We are dedicated to funding research to improve the lives of people with autism, increase awareness of autism spectrum disorders, and advocating for the needs of 

individuals with autism and their families. 

Autism Speaks aims to support adults on the spectrum in part 

by providing the tools and resources to expand employment opportunities and workplace supports for individuals with autism. As the 

largest wave of children with autism age out of our school system 

one of our community’s most daunting challenges is finding emSBREP-219A with DISTILLER

5 

ployment. It is being tackled by entrepreneurs and small businesses. Across the country small businesses are utilizing unique 

flexibility to create accommodating and innovative business models 

that sustainably employ individuals with autism, expose students 

earlier in their education to real world work experience, and provide opportunities for work based learning and technical skill attainment. 

National data indicates that the vast majority of adults with autism are un or under employed, with some estimates ranging as 

high as 90 percent. While 50,000 young adults with autism each 

year age out of the school system in the United States, only a fraction of those are gainfully employed in jobs that match their capabilities. 

Autism Speaks is working with small businesses to improve employment outcomes. Over the past 3 years our collaborative efforts 

with small business communities strive to spread awareness about 

the benefits of employing people with autism, to develop innovative 

and sustainable business models, and hiring practices, and to provide technical assistance to implement best practices. 

What we have learned is clear. The innovation and flexibility 

unique to small businesses and entrepreneurs enable them to lead 

the way in employing individuals—small businesses are in a position not only to develop new models that employ individuals with 

autism, but to innovate in a way that directly responds to local 

labor market needs. 

The connection many small businesses have with their community is vital to creating the partnerships necessary to transition 

students into local workforce and share best practices with other 

businesses and nurture workforce comprised of people of all abilities. 

Businesses hire employees to fill a need and support their businesses bottom line. Small businesses with workforce that include 

employees with intellectual or developmental disabilities consistently report that these employees performance equals or exceeds 

that of their coworkers. 

The popular narrative that has largely been based on a sense of 

corporate social responsibility must shift to business centered and 

represent the worth, the capabilities and the efficiencies that individuals with autism can bring to the workplace. 

Employers are often unaware of the low-cost, high-impact, of 

work accommodations and benefits of hiring individuals with autism. All employees need the right tools and work environment to 

effectively perform their jobs. Similarly, people with autism may 

need some adjustments or accommodations to maximize their productivity. Employers report that a high percentage of job accommodations cost nothing and the rest typically cost less than $500. 

From our small businesses initiative we learned that creating 

communities of experts and invested partners who share information about accommodations and best practices is essential to help 

businesses utilize this untapped workforce. 

Looking forward, leveraging small businesses as a key partner in 

workforce development strategies could better prepare students 

with autism for employment and provide employers with a pipeline 

of skilled workers. 

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6 

National, State and local workforce development strategies 

should collaborate with small businesses to increase access to work 

based learned and work experience for secondary school students 

to raise employment and independent living aspirations of people 

with autism and their families while demonstrating local employers 

the value that individuals with autism bring to the workplace. 

Individuals with autism deserve the opportunity to contribute as 

productive workers and actively improve their quality of life. Businesses today have the opportunity to access a largely untapped 

labor pool of qualified job candidates who happen to be on the autism spectrum. 

Once again Mr. Chairman, Ranking Member Vela ́zquez, I thank 

you and the committee for this opportunity to testify today. I have 

submitted additional remarks for the record and I look forward to 

answering any questions you may have. 

Thank you so much. 

Chairman CHABOT. Thank you very much. It has been brought 

to my attention that Poppin’ Joe, Mr. Steffy, actually does have 

popcorn here that will be available at the end of the hearing. It is 

an encouragement for folks to stick around all the way through the 

end. Let’s hear it for Joe. Excellent. Thank you. 

Ms. Hogan you are recognized for 5 minutes. 

STATEMENT OF TERRI HOGAN 

Ms. HOGAN. Good morning Chairman Chabot, and Ranking 

Member Vela ́zquez, and members of the committee. I am Terri 

Hogan, speaking on behalf of Contemporary Cabinetry East located 

in Cincinnati, Ohio. My title is CEO and chairman and we are certified NW BOS, women owned business. 

We began as a very small family business in 1984. My husband 

and I purchased the company from the family in 2003 and have 

grown the business steadily and today employ 70 individuals. My 

husband Paul and I volunteer in the special needs community and 

are raising our 17 year old son, Bailey, who has autism. We understand the concern of families who are facing transition into adulthood, and those who have already reached this stage. What happens now is a question frequently asked: How can our young adults 

become independent members of the community? 

Thank you for this opportunity to speak before you to discuss 

how we can address these concerns and to discuss inclusion in a 

small business workplace. We need to educate others so they can 

begin to take the d-i-s out of disabilities and replace it with abilities. We also need to make small businesses aware of the huge untapped resource, people with diverse abilities. 

Hiring people who are physically, genetically or cognitively diverse is not just the right thing to do, it is the smart thing to do. 

I believe the Cincinnati small business community needs to work 

harder to address inclusion in the workplace. 

Over a year ago our company hired Mike, and Mike is here with 

us today. When he started he had a job coach working with him 

and after a few months he became self-sufficient. Job coaches shadow employees and empower them to improve performance. Since 

Mike has been with us he has become a model employee. He comes 

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munity awareness and has caused others to have a broader perspective. He has also developed many friends at our company. For 

the business, Mike has helped to develop a healthier bottom line 

and everyone works harder because of Mike. 

A quote from Employment First fact sheet, when businesses 

identify the strengths of employees with disabilities then put them 

in jobs that match their skills, those employees turn out to be 

faithful, low turnover, hardworking employees. These special employees come to work on time and when scheduled and have lower 

sick time off. 

In conclusion I hope you all leave here today with a better understanding of how inclusion in the workplace adds to the diversity of 

the workplace environment and may lead to a more diverse customer base. 

The positive effect these individuals have on lifting the morale of 

our employees and set role model work ethic examples. Begin career and technical education in middle and high schools so students 

can learn these skills before they face transition into adulthood. 

Take the d-i-s out of disabilities and focus on abilities. 

Here is a quote I recently read and I feel it is applicable to this 

discussion. ‘‘We become like our friends. The people we surround 

ourselves with either raise or lower our standards.’’ Mike has 

raised everyone’s standards at CCE, and hiring Mike was the best 

business decision I have ever made. 

Thank you for your time and attention. Let’s go to work. Also, 

thank you Congressman Chabot for supporting the ABLE to Work 

Act. 

Chairman CHABOT. Thank you very much. Appreciate it. Mr. 

Anandan, you are recognized for 5 minutes. 

STATEMENT OF RAJESH ANANDAN 

Mr. ANANDAN. I would like to start with a video. 

[Video shown.] 

Chairman Chabot, Ranking Member Vela ́zquez, members of the 

committee, thank you for your continued efforts to support small 

businesses in the U.S. My name is Rajesh Anandan and I am one 

of the cofounders of ULTRA Testing, a company I started 3 years 

ago with my old College roommate Art Shectman who is not here 

with us today, someone has to run the business. Together we started a company that we believe will revolutionize the software testing industry. More importantly, we are building a business that we 

hope will prove the tremendous economic opportunity to be unlocked by employing individuals on the autism spectrum. 

David, whom you saw in the video, is one of our team members 

at ULTRA. David graduated in 2001 with a computer science degree and he was eager to start work. He interviewed for dozens, 

and applied for dozens of positions, but unfortunately was not able 

to find job in his field or any field. He was eager to work so he 

started volunteering at a computer repair shop, and helping friends 

and family with their IT issues. 

For over a decade David tried to find paid work without success. 

In 2014 he applied for a part-time software testing position at 

ULTRA and successfully completed our rigorous recruiting process. 

Within a month after starting work he was working on billable cliSBREP-219A with DISTILLER

8 

ent projects, generating an income for himself, revenue for the company and value for clients. Within a year, based on consistently excellent results that David produced, we offered him a full-time position at ULTRA. Today, thanks to his heightened abilities around 

patent recognition, logical reasoning, his innate curiosity about 

technology, his thirst to learn and improve, his willingness to persevere through difficult and challenging tasks and projects, and his 

commitment to work hard and do his best every single day. 

David is one of the best software testers we have on our team 

at ULTRA and I would argue in the world. There are 3-1/2 million 

Americans on the autism spectrum and by some estimates onethird of this community have graduated high school and in some 

cases college. Many individuals on the spectrum, like David, are extremely capable and willing to work hard and would make a fantastic addition to any team or organization. Yet over 80 percent of 

this population is not employed. 

When my cofounder Art and I founded ULTRA, 3 years ago, we 

set out to prove that we can build a technology company that 

brought excellence to our industry by employing a truly diverse 

workforce of people with different abilities. 

Today we have team members working in 13 States across the 

U.S., including the home states of most members of this committee. 

Over 75 percent of our employees have Asperger syndrome or a 

similar autism spectrum profile. 100 percent of us believe that it 

is our differences that make us better. 

Thanks to our exceptional team, ULTRA has tripled our revenues 2 years in a row. We have achieved profitability and we have 

consistently outperformed our competition. And to do that, we 

haven’t used a single dollar of philanthropic or government support. Instead we developed an entirely new operational model for 

running a business, one that reinvented how recruiting and training works, that re-imagined how projects and teams need to be 

managed and redesigned how we communicate and interact with 

each other. 

Today, thanks to widely available tools and technologies that 

allow for data driven hiring that don’t require resumes or interviews that promote digital first communication that don’t mean you 

have to be showing up to an office and can work from an environment that is comfortable for you, and that allow remote teams to 

work as efficiently as teams that are co-located. Any business small 

or large can leverage the talents of individuals anywhere in this 

country, including individuals on the autism spectrum. 

Our experience at ULTRA has proven that by doing so, companies can not only gain highly capable employees but can also 

achieve a consistently superior result and a competitive advantage. 

Thank you. 

Chairman CHABOT. Thank you very much. Mr. Steffy, you are 

recognized for 5 minutes. 

STATEMENT OF JOE STEFFY 

Mr. JOE STEFFY. Good morning, Chairman Chabot, Ranking 

Member Vela ́zquez, and members of the Small Business Committee. 

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9 

Thank you for giving me the opportunity to speak to you about 

my journey from no expectations to becoming a successful 

businessowner. It is an honor for me to be here. 

I was welcomed to life with ‘‘here is your label’’. I was welcomed 

to school with ‘‘here is your label’’. Then came welcome to adult life 

with ‘‘here is where you belong’’. Labels create low expectations, 

the worse disability of all. My parents attended a Kansas partners 

in policymaking training when David Hammis presented. They 

learned that I and others with significant challenges could own 

their own business. 

Mom wrote the business plan, dad continued the trial work period with me. The data collecting was useful for developing the 

business plan. My future in the kettle corn business looked promising. My startup team included the Kansas Council for Developmental Disabilities. Another member of my startup team was Social Security, vocational rehabilitation provided support for the specific business equipment and supplies. My PASS plan let me set 

aside money to achieve my specific work goals. I submitted my 

business plan to each of my team members. Their support made it 

possible for me to become a sole proprietor of Poppin’ Joe’s Kettle 

Korn in April 2005. The first 5 years shows a steady increase in 

sales. Each year since remains constant, 2015 grossed $67,000. 

Please watch with me a few minutes of my work day. 

[Video shown.] 

Mr. JOE STEFFY. Owning my business works for me, it creates 

opportunities for me to grow as a person and to be an engaged, valued member of my community. With the right support system 

being a self supporting entrepreneur can happen. I love being 

Poppin’ Joe. Thank you for inviting me. Have a poppin’ great day. 

Chairman CHABOT. Excellent. The gentleman’s time has expired. 

Thank you very much, all four excellent testimony. The buzzer you 

heard was votes, we probably have time for one group of questions 

before we break. I will go ahead and recognize myself for 5 minutes 

and then after that we will adjourn, go vote, we will be gone for 

a while and then come back. 

I will begin with Joe, you and your father Ray. First of all, I 

want to thank you for upgrading the pronunciation of my name to 

Chabot. It sounds much more distinguished than Chabot, the way 

we say it, so very good. That is the French pronunciation so you 

obviously did some research here. 

What are some of the challenges that you faced in getting the 

businesses off the ground and how did you overcome those challenges, what recommendations would you have to others that might 

want to do something similar? 

Mr. RAY STEFFY. Basically in the beginning Joe had a transition 

meeting with the school and they said that he had no attention 

span, couldn’t keep on task, would probably never hold a job and 

that he would live in a group home the rest of his life. No one 

wants to hear that said about their child. I was determined, I was 

going to prove to this committee that he could work. It was from 

there that we found kettle corn as being a business with a number 

of different processes to making the product. That way Joe could 

move from one phase to another phase as he chose so he could keep 

SBREP-219A with DISTILLER

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his attention span involved with it. That was one of the main 

things in the beginning. 

For funding we were able to work with David Hammis and Cary 

Griffin and they showed us resources that we could go to, Social 

Security, DD Council in Kansas. All of those entities contributed 

money for him to get his equipment to start with. It was from there 

that we started just doing it to prove Joe could work, it was within 

a 5-year period of time that they indicated that we would be able— 

Joe would be able to own the business. That is how we got started. 

We made the application, and on the 5th of April in 2005 he became the owner and has he has been the owner ever since. 

Chairman CHABOT. In the film there it said they sold $6,000 

worth of the product, but that is just that business, right? My understanding is the business makes—— 

Mr. RAY STEFFY. Yes. That is a cider mill there located in 

Louisberg and that is how much they paid Joe for his corn. Today 

they are selling over $10,000. They are selling close to $100 a week 

right now. When you get into the fall during cider season he will 

be selling up to a $1,000 a month. 

Chairman CHABOT. That is just that one business. 

Mr. RAY STEFFY. That is just one business. Yes. 

Chairman CHABOT. Overall, not to be nosey but how successful 

is the business? The IRS wants me to ask this question. 

Mr. RAY STEFFY. No, no. Right, right. He has been audited too. 

Basically he is selling upward of $70,000 worth of popcorn a year 

going by festivals and he has about five or six outlets where he 

sells retail to people, convenience stores, that kind of thing. 

Chairman CHABOT. Congratulations, tremendous. Next question, 

Ms. Goring and Ms. Hogan let me ask you this real quickly, what 

perceptions do you hear from other businesses that are public 

about hiring folks that have challenges? How would you respond— 

how do you address those challenges, and the pre-disposition that 

some folks might have about hiring folks like this? 

Ms. HOGAN. I think a whole lot of them have hesitations because 

they are not educated and they are not aware. One of the things 

that went to my advantage is I am raising a son with autism, so 

I understand the language. I get it. What is important is that we 

get out there and educate the small business owners that aren’t 

like me. 

How do we tap into them to tell them it is okay? I have quotes 

from our employees with me today and the things that they have 

said that Mike is has just totally brought their morale up, made 

them all better employees. Most of them have never been around 

anyone with special needs before. It has created awareness for 

them. It has done a lot better for our business. Because we are 

doing it, we need to work with you somehow and how can we get 

out there and talk to these people, how do we reach them? We can 

give them such a positive story about how good it is for their business. 

Chairman CHABOT. Thank you. In 25 seconds, Ms. Goring, which 

is all I have left, if you would like to respond. 

Ms. GORING. I just think it is important that we utilize the skills 

that people with autism have and they are very good at complex, 

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yet repetitive tasks that others may not be at good at. It is really 

a competitive advantage. 

Chairman CHABOT. Unfortunately, as I mentioned votes have 

been called so we are going to have to adjourn. My understanding 

is that we have votes that will take up about 45 minutes and then 

we will be back. Remember there is popcorn waiting after we get 

back so stick around. We are adjourned. 

[Recess.] 

Chairman CHABOT. I apologize for telling everybody it would be 

45 minutes, and it ended up being a lot longer than that. Please 

accept our apologies, and I would now like to turn to the ranking 

member for 5 minutes. Thank you. 

Ms. VELA ́ ZQUEZ. Thank you, Mr. Chairman. 

Let me first thank all of the witnesses for your moving, touching 

testimonies. I just went to the floor, as you know, to vote, and 

every member who was participating in the hearing were commenting how it has been an incredible experience. It is not every 

day that we have the opportunity to make a positive contribution 

in making sure that we open the door for opportunity for everyone 

in America. Thank you so very much. 

Mr. Anandan, one of the common misconceptions about hiring individuals with disabilities is the need for costly accommodations in 

the workplace. Can you elaborate on the actions ULTRA took to accommodate its workforce? 

Mr. ANANDAN. Of course. As a start-up, we don’t have the ability 

to do costly anything. We run a lean company and a profitable 

business. A lot of the things we have put in place, I would argue, 

are things that any business should do to be more efficient. So we 

have communication tools we use and communication rules we 

have put in place that take a lot of the unwritten rules in a workplace that can be confusing and inefficient for anyone and make 

them explicit. For example, at ULTRA, you say don’t email the client directly unless it is important, and if you do, keep it short. 

Well, what is important, and what is short? Is it really worth anyone’s time to spend minutes or hours trying to figure out what that 

is? So at ULTRA, an email has to be 700 characters or less, no 

more than three bullet points, and if it takes two iterations to resolve it, you should talk live. 

Ms. VELA ́ ZQUEZ. Thank you. Can you elaborate on how the Federal Government can incentivize its larger contractors to utilize the 

diverse workforce and the talents of innovative small businesses 

like yours? 

Mr. ANANDAN. As you know, Section 503 of the Rehabilitation 

Act includes a goal of seven percent of a contractor’s workforce 

being individuals with disabilities. That goal doesn’t do a lot to 

support small businesses who are not likely to be government contractors. On the other hand, they could serve as subcontractors. Yet 

small businesses are much more likely than large companies to be 

innovative and be proactive and employing individuals on the spectrum. 

A change in policy that would allow a subcontractor’s employees 

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ple with disabilities partnering with large contractors and ultimately doing better business and being better for society. 

Ms. VELA ́ ZQUEZ. Thank you. 

Ms. Goring, as you mentioned, your organization has hosted various programs, including town halls and small business accelerators together with—about employing those with ASD. What were 

some of the biggest lessons you learned from these programs? Are 

there any takeaways that would be helpful as the committee looks 

into further nontraditional employes? 

Ms. GORING. We learned a couple of things. First we learned that 

you need to do what is best for the business, that it needs to make 

sense to the business, and you lead with that. You lead with the 

quality of the product or the service that you are providing, and 

then the second piece can be that it happens to be a person with 

autism. 

But first and foremost you lead with that. To that point, we 

found that many of the small businesses and entrepreneurs maybe 

didn’t have as much business sense as they needed to. So we provided them with information about how they can build their business, how to make it a profitable business. Then the third piece 

was to provide very specific training about what exactly the job entails, what outcomes you are looking for, and to break it down into 

small steps that are taught and then chained together. Those were 

some of the things that we found to be helpful. 

Ms. VELA ́ ZQUEZ. Thank you. 

Ms. Hogan, in your testimony, you discuss how your company 

partners with local schools. Can you elaborate on how partnering 

with schools benefits both small businesses and individuals with 

disabilities seeking employment? 

Ms. HOGAN. Are you asking how—what do we do to partner with 

these schools and how do we make this work? 

One thing that is really important to me is that we bring the 

educators into our company and give them tours so that they can 

see the type of jobs that are out there. Then they need to go back 

to their schools to teach the skills. We have done this with several 

of the schools that are involved with the transition schools from 

ages 18 to 22. You have transition type schools available for those 

who wish to keep their students still learning. They go to Project 

SEARCH or something like that. It is important that they come 

and see what we have so that they can go back to these transition 

schools and teach the skills. 

Ms. VELA ́ ZQUEZ. Thank you. Yes. I yield back. 

Chairman CHABOT. The gentlelady’s time has expired. Thank 

you. The gentlelady yields back. 

We are going to go into a second round. I know Mr. Smith is 

coming back to ask some questions. As I mentioned before, what 

happens oftentimes, this is our leave-town day. Once votes are over 

they scatter out of this place, all back to their districts. 

Mr. Anandan, I will start with you this time. How has employing 

individuals with autism impacted your business bottom line? Is 

there any advice that you might want to give to other businesses 

out there that might consider working with folks with autism? 

Mr. ANANDAN. I would say we consider ourselves one of the best 

software testing companies in the world because of the teams we 

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have and the team members we have. We have shown over and 

over again that when we have been benchmarked against other 

competitors, whether they are onshore or offshore, we do better. We 

have tested the Webbys, which are sort of like the Oscars of the 

Web. Within a week we found 20 percent more bugs and issues in 

the system than the partner they were working with. We won a 

project away from IBM and redid their work, and found 56 percent 

more bugs than the IBM team, for a Fortune 100 financial services 

company. 

The reason we are able to do that is because three-quarters of 

our company have Asperger’s Syndrome or a similar autism spectrum profile and have the exact profile we are looking for to do 

software testing. Our staff have the raw talent, but also the perseverance, the ability to learn, the ability to work with teams. We 

have managers that work with our teams who are veteran technologists who join our company to be part of a company that has 

purpose and a mission. We are able to attract fantastic talent into 

all roles. 

Chairman CHABOT. Thank you very much. Ms. Hogan, I will turn 

to you next, if I can. In your testimony you had mentioned, what 

a great employee Mike is and works hard and comes on time and 

everything else. But most interestingly you said Mike has had a 

positive impact on other employees and made them better employees. Obviously, a small business owner, you know that is important 

to being successful and keeping everybody employed, and hiring 

more people. How has that been the case? Are there any stories or 

examples where the quality of Mike has improved the quality of 

your other employees? 

Ms. HOGAN. I have brought with me some quotes and stories that 

several have written. I read through all of them. They are all 

amazing. This one is very interesting to me because it has a perspective of someone who didn’t know anything about the disability 

world. He says, ‘‘My journey with Mike Ames began three months 

ago when I started at my new company, Contemporary Cabinetry 

East. I was assigned to edge banner and Mike was my co-worker 

on the machine. Mike is my first extended exposure to Down Syndrome. I will be honest. I entered our work relationship with a certain amount of trepidation. There were a lot of unknowns for me 

about what I was getting into. But at the same time, I was so excited about the opportunity presented to me. 

In my limited experiences with Down Syndrome, I have always 

found those individuals to be gentle with incredibly big, loving 

hearts. Mike is no exception. My ignorance is being erased and my 

concerns have dissipated. I have to say that being around Mike is 

one of greatest joys I take from my job. His kindness and willingness to help anyone who asks is admirable. He has earned my respect and affection. Mike teaches me every day how to love more. 

His outlook reminds me to appreciate the things and people in my 

life. His presence somehow frees me so I can be in the me that 

sometimes I am afraid to be. I am a happier person because of my 

friend Mikey.’’ 

Chairman CHABOT. That is excellent. Thank you very much. I appreciate it. 

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I have got like a minute and 15 seconds left in my time and two 

people I would like to ask questions to. So rather than ask you 

some long question, I would just like to say, I will start with you, 

Ms. Goring, and then Ray, we didn’t have time to ask a lot of questions. For 30 seconds, what would you like to tell us that you already haven’t told us that you think we ought to know that might 

be helpful to folks out there that would consider hiring folks with 

Autism or Down Syndrome or any other disability? 

Ms. GORING. I think it is important to start early when they are 

still in school to work on some of the skills that are needed and 

to do that out in the workplace as much as possible in the real environment. 

Chairman CHABOT. Thank you very much. 

Joe and Ray? 

Mr. RAY STEFFY. Yes, basically I would say a similar thing as far 

as if they could—a lot of people that have significant disabilities, 

their ability to work either owning—working for someone in a job 

or owning a business, they will surprise you what they can do 

when they realize that it is theirs. That is the same with Joe. We 

had hoped he would come here, where he is doing this for us. 

Chairman CHABOT. Very good. Thank you very much, my time is 

expired. You stayed right in that time. Excellent. Thank you. 

I would like to turn to the gentleman from New Jersey, Mr. 

Smith, is recognized for 5 minutes. 

Mr. SMITH. Mr. Chairman, thank you so very much, Chairman 

Chabot, for convening this extremely important and timely hearing, 

and of course, Nydia Vela ́zquez, thank you. What a team of people 

committed to expanding job opportunities. Nobody creates more job 

opportunities than small business, and it is timely for other reasons. 

The Autism Cares Act enacted on August 8 of 2014, as you know, 

the administration has been given marching orders to look at every 

aspect, all the inventories of what we are doing in every area, including employment, for persons with disabilities who have Autism. 

As Lisa said earlier, 50,000 every year matriculate from minor status to adult. They lose education and a whole lot of—you know, the 

challenges are almost overwhelming, and we will get a capacity assessment on or before August 8. 

It will probably be late. All administrations are. But it will be 

a further blueprint. You are ahead of the game because small business will be playing, I think, the key role in that employment piece. 

I also would point out that GAO also has undertaken a comprehensive study, assessment, unmet needs. The first iteration of 

that, which will come out probably in two or three reports, will be 

at in July. So again, Mr. Chairman, you are ahead of the game. 

Your witnesses were extraordinary. I can’t wait to taste the popcorn, I think like everyone here. Thank you so very, very much for 

this. 

Frankly our other committees of Congress should be following 

this lead, Education and Workforce and others in terms of how we 

position now for an employment breakout. There needs to be a radical transformation on our outdated, and I think very foolish, views 

as to what people with disabilities, including people with Autism, 

can contribute. The statement that was made by Joe Steffy about 

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how his IEP team had so utterly failed him with the low expectations game. He said, the worst disability, quoting him, is that of 

low expectations. 

To Dad, thank you for the love you show for your son and that 

support. All of us need support teams. Persons with disabilities 

need those support teams as well. You are the quintessential example of a family who just gets behind their son lock, stock, and barrel. 

I just have a few very, very couple of questions. I have many but 

I know there is a time limit. I had a hearing which we heard from 

SAP who is in the process of hiring 650 people by 2020. They already have 100. They made the exact same points that were made 

today, and made so eloquently. Part of their testimony was in spite 

of autism, and because of autism and the very special skill set that 

is brought to the employment table. 

One of the things that was pointed out that I think—and perhaps our distinguished witnesses could speak to it, is that there 

needs to be a rethinking of talent acquisition processes at businesses, and the interview methods, which very often are a barrier 

that needs to be overcome. I also would ask you, if you could, to 

speak to the accommodations issue. There was a very important 

study. The Jan Workplace Accommodations Study updated in 2015 

that said that 58 percent of the accommodations cost absolutely 

nothing. 

It is a matter of will, political or employment will on the part of HR. Beyond that, it is only about $500. We are not talking about 

any kind of onerous burden financially to an employer, and then 

what they get in return in terms of loyalty, focus, the ability to do 

a job exceedingly well. I would also ask you, Lisa, if you could 

speak to, the Chambers working with you and NFIB and some of 

the other great groups that I know the chairman and Nydia 

Vela ́zquez work with all the time. They have a very, important role 

to play with this as well. Again, the low expectations game, I know 

it is the educational piece, but how do we get those who are creating these IEPs to be much more knowledgeable about the very 

young person they are working with to say: You can really dream 

and dream large, and there is a whole path for you into the future. 

Those couple of things. 

Ms. GORING. I think it starts with job sampling, to start that 

early. Small businesses are sometimes great opportunities to start 

some of that job sampling. You would be surprised some of the 

things, the preconceived notions of what you thought would be the 

right job for a person aren’t always true, but that you can actually 

learn what they are good at. 

In terms of the interview process, videos have been very, very 

helpful. You don’t need to have that oral exchange as much when 

you can show a video of the terrific work that someone can do. 

Then in terms of accommodations, I think we have all seen— 

some of the accommodations are no more than having a script in 

place for someone so they know exactly what to say when they pick 

up the phone. It could be writing out some of the rules that we 

take as sort of unwritten rules, but they are just laid out clearly. 

As ULTRA Testing did, 700 characters. It couldn’t get more clear 

than that. Those are the types of accommodations that don’t cost 

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anything but have tremendous dividends, not just for those with 

disabilities but really for everybody. 

Mr. ANANDAN. First of all, I would like to say we don’t see any 

of the changes we have made to how a business works as accommodations. That is how we collaborate. We are collaborating across 

people who have very different strengths. It just makes us better, 

we deliver better results, it makes us more efficient. I think if you 

take something like recruiting, a resume tells you how good someone is at writing a resume. A firm handshake and eye contact 

maybe works for your job, but it has nothing to do with software 

testing. For companies to be disciplined and rigorous about what 

it is that they are actually looking for, and collect data to validate 

that they are finding what they are getting, versus letting our natural, very natural human biases override our assessment of what 

someone is capable of is absolutely critical, and ultimately it will 

make sure that like we do, have a 95 percent success rate of someone coming through recruiting to out perform IBM. 

Chairman CHABOT. Thank you very much. The gentleman’s time 

has expired. Thank you very much. 

I would like to yield such time as she might consume to the 

Ranking Member. 

Ms. VELA ́ ZQUEZ. Thank you, Mr. Chairman. Just one more question. 

I would like to ask Ray, what advice would you give similarly situated individuals and families that are interested in starting their 

own business? 

Mr. RAY STEFFY. At different times when we have spoken to 

groups, especially parents that have kids with special needs, we 

kind of put it in this way. You have a choice. You can sit on the 

couch and worry about what is going to happen to your child when 

you are gone, and we all would agree worry takes energy. Or, you 

could take that same amount of energy and put it toward an endeavor that can develop to be something that could go on far beyond you. Basically that is kind of the message we have, and also 

helping them look for resources to bring funds available to start in 

an endeavor that the child is interested in, not the adult parents. 

Ms. VELA ́ ZQUEZ. So, you see a role for government to play? 

Mr. RAY STEFFY. Oh, yes. Yes. I do. 

Ms. Vela ́zquez. 

Thank you. Thank you, Mr. Chairman. 

Chairman CHABOT. Thank you very much. The gentlelady yields 

back. 

We want to thank this panel very much for this testimony. Sorry 

that you got interrupted by votes. It is an operational hazard 

around this place, especially on heading-out-of-town day. 

It has been a great hearing. I think all the members here and 

the ones who were here obviously before but had to take off for 

their districts, we learned a lot. We will pass this on to our colleagues. Thank you for being an inspiration to all of us by doing 

your jobs and doing them well and helping others to do their jobs 

and just have a better life. Thank you so much. 

I ask unanimous consent that members have 5 legislative days 

to submit statements and supporting materials for the record. 

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One more thing. Popcorn Joe has popcorn out there for everybody. Please enjoy that, thank you Joe and Ray for providing that 

for us. 

If there is no further business to come before the committee, we 

are adjourned. Thank you very much. 

[Whereupon, at 12:35 p.m., the committee was adjourned.] 

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A P P E N D I X 

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Testimony of 

Joe Steffy, Owner of Poppin Joe’sTM Gourmet Kettle Korn 

Help Wanted: Small Business Providing Opportunities for All 

Before the Small Business Committee 

United States House of Representatives 

May 19, 2016 

My Name is Joe Steffy, I am 30 years old and I own Poppin Joe’s 

Kettle Korn. I was born with Down Syndrome and later diagnosed 

with Autism. When I was in school, my professional reports said 

I had an IQ of 32 with profound intellectual disabilities. These reports said that my receptive and expressive language was at a 3 

year old level, and that I had minimal basic academic skills. 

As I grew, my parents saw that I liked to do things independently, I loved being active with other people and spending time 

with family and friends. They recognized that I had a very good 

memory for detail, and could follow through with activities that are 

part of a regular routine. I was blessed with many community opportunities and became a very strong swimmer. This led to being 

able to work at the community pool. I enjoyed riding horseback at 

a local stable and began to volunteer there to work with the horses. 

Soon I worked in exchange for riding. 

In high school, my IEP (Individualized Education Plan) team 

began to plan for my transition into adulthood. The team had very 

low expectations. The worst disability there is that of low expectations. They said I would never hold a job, that I had no attention 

span, could not focus, would need to live in a group home and go 

to a sheltered workshop. My parents disagreed. They knew I was 

capable of working and that I learned by watching. They also knew 

I would do exactly what I saw done, so teaching me the right way 

to do things would be important. I am happiest when I am busy 

and my parents knew this. I would work, they said. 

While on a trip, my Dad saw a man popping Kettle korn that 

caught his attention. He asked many questions about the process 

of the man, and learned that Kettle Korn is an old German way 

of popping popcorn with sugar. When you add the sugar and secret 

ingredients to the popcorn and vegetable oil in the hot kettle, the 

sugar breaks down into a liquid. As the popcorn pops it comes up 

through the sugar and gives the kernels a sugar coating. While 

popping, the kettle is 500 degrees so it is important that it is constantly stirred. As you stir the popped kernels, it comingles. Once 

it is all popped, it is dumped out onto the screening table where 

it cools. 

My Dad came away excited about the possibilities to use this to 

build on my strengths. This was a way for me to prove that I could 

work. We began my work trial in October of 2000. The goal was 

to see if I could work. We popped on weekends at local grocery 

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stores and I showed Dad I could stay on task for up to 6 hours. 

In the work trial, Dad saw that I could learn the repetition of the 

production process. I could pop, and I could bag, both key parts of 

popping Kettle Korn. 

My parents decided this looked like very promising work for me. 

They attended a Partners in Policymaking class in Kansas that 

David Hammis presented at. They learned that I and others with 

significant disabilities could OWN their own business. The key to 

making Poppin Joe’s Kettle Korn came true was having a business 

plan, doing the work trial to prove I could work. First Steps 

helped Mom set up the business plan, and the Kansas Department for Development Disabilities provided me with a new 

business startup grant to purchase new equipment. My start up 

team included Social Security, which offers a program called 

PASS (The plan for achieving self-support) which supported my 

business goals and provided cash set aside for my monthly cash 

flow. My parents also worked with Vocational Rehab to purchase 

a computer and laser printer for my business. They submitted my 

business plan to open Poppin Joes Kettle Korn to each of these 

team members. My Team was then able to provide me the startup supports I needed to become the sole proprietor of Poppin Joe’s 

Kettle Korn in April of 2005. 

I offer five products in my business. Cinnamon Kettle Korn, 

Sweet and Cheesy, Old Fashioned Kettle Korn, White Cheddar 

popcorn, and Golden Karmel Korn. I sell 65% at Festivals like the 

County Fair, Car shows, and various festivals around Kansas City. 

25% of my business is through Retail outlets, where I supply weekly to specialty stores, gas stations, medical centers, and Farmer’s 

Markets. The final 10% is done for special events like weddings, 

graduations, employee events, and internet sales. 

My daily business tasks include deliveries, banking, paying my 

bills, and sending out invoices, as well as popping kettle korn to 

keep up with the demand. My gross sales started out $15,000 in 

2005. They doubled in 2006 and have now tripled. Sales in 2016 

were just over $67,000. I have 7 seasonally employees. I even pay 

taxes. I am a success because of teamwork and the commitment my 

parents have made to me. 

Poppin Joe’s Kettle Korn began with the Mission of: 1) Honoring 

God in all I do, 2) To be a blessing to other people, 3) To purpose 

excellence, 4) To grow profitability. I am a member in the community that I work in, which gives me a place to belong. I am a contributing citizen and am able to do fundraisers for local churches, 

schools, businesses and communities events, as well as for many 

non-profit organizations. I shipped kettle korn to the troops in Afghanistan. My community values me. 

In 2008, Poppin Joes helped me move into my own home. I love 

my freedom—it gives me a great life! I go to work during the day, 

and hang out and do fun activities at night, just like most business 

owners. I have many activities I enjoy, like shooting hoops, horseback riding, swimming, traveling, skiing, going to amusement 

parks, water surfing, sky diving, lifting weights, scuba diving, 

spending time with my family and friends. My business has also 

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enabled me to have many adventures, going places and meeting 

people I would not otherwise get to meet. I have been invited to 

travel and share my story with groups across the country. This has 

brought me many new friends, and expanded my business even further. 

My business works for me. It creates new opportunities for me 

to grow as a person, and to be an engaged, valued member of my 

community. With the right support system, being a self-supporting 

entrepreneur can be, and is, a reality for me. Thank you for inviting me. 

I have been blessed by incredible parents who have advocated for 

me from my birth. They saw my potential, they knew that I could 

succeed. They have helped me make my business a reality, and a 

continued success. 

I love being ‘Poppin Joe’. It is an honor to be here. Thank you. 

*Article is from Joe’s Power point presentation he uses with his 

augmentative device to tell his story. 

Joe Steffy is 30 years old and lives in his own apartment in 

Louisburg, Kansas and is the owner of Poppin Joe’s Kettle Korn. 

www.poppinjoes.com 

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