>> Good afternoon everyone. This is Jayme Pendergraft with NDI Consulting and I would like to welcome you to today's WISE Webinar. Today we'll be talking about Ticket to Work and Reasonable Accommodations; Support on Your Journey to Employment. I would like to thank everyone for joining us this afternoon. We have some information about accessing the webinar and how to manage your audio during the webinar today. During this afternoon's webinar, all attendees will be in listen-only mode, and we'll go over how you can ask questions in a couple of slides. You can manage your audio while using the audio option at the top of your screen. It looks like a microphone or telephone icon. As I mentioned, you'll all be muted and in listen-only mode. We encourage you to attend by choosing listen only from the audio menu. This enables the sound to be broadcast through your computer. So please make sure your speakers are turned on or your headphones are plugged in and, of course, that your volume is turned up. If you are not able to listen to today's webinar on the computer, you can also dial in by phone. We do have a toll-free number, and that number is 1-800-832-0736, and the access code is 8458462. I am going to repeat that. You may want to jot it down in case you do get disconnected on your computer today. Again, that toll-free number is 1-800-832-0736, and the access code is 8458462. We do strive to make all of our webinars as accessible as possible. We are always looking for feedback on your experience with our webinar, so feel free to contact us if you have any suggestions or comments. There will be live captioning during this webinar. You can view the captions in the captioning pod which is right below the slides. If you prefer to view them in a different screen online, you can also access the captions by using the following URL; http://www.captionedtext.com/client/event.aspx?CustomerID=846&EventID=2969291, and again, those captions are also streaming at the bottom of your screen. We will have some time for questions and answers today, we hope. We do have a lot of people signed up for this webinar; so unfortunately, we won't be able to get to all of them, but you'll get some information on who can help you after the webinar if you do not get your question answered. For the Q&A, please use the Q&A box to the right of the slides on your screen. We'll be sure to direct your questions with the proper presenter during the webinar. If you are listening by phone and not logged into the webinar, you can also ask questions by sending an email to webinars@choosework.net. Now one of our most frequently asked questions is if the webinar will be archived, and yes, it will. This webinar is being recorded, and the archive will be available within two weeks on the Choose Work website at http://www.choosework.net, and that's actually the same site where you guys registered for today's webinar. So that's where those archives will be. If you need technical assistance during today's webinar, or have any difficulties with your phone or logging into the webinar, you can send an email to webinars@choosework.net, and we'll do our best to solve your problem. We have a great agenda today. We're very excited to welcome some special guests this afternoon who are going to provide you with some information about Ticket to Work and Work Incentives and the Job Accommodation Network, and then we'll all regroup and talk about some additional resources and review some questions and answers. Katie Metz will be joining us to talk about the Ticket to Work Program and Work Incentives and Melanie Whetzel and Sarah Small will be talking with us about the Job Accommodation Network. I would like to start off by welcoming Katie Metz as our first presenter. Katie is the manager of Financial Empowerment and Inclusion for the National Disability Institute. She has more than 15 years of professional experience and expertise in a variety of areas related to the Americans with Disabilities Act in asset development and financial education training for individuals with disabilities, military veterans, and their families. At NDI, Katie leads veterans partnerships and is responsible for creating and organizing various tools, curriculums, and webinars to ensure educational opportunities are available to national partners, and actually, before I welcome Katie, I do want to let everyone know that yesterday was the 26th anniversary of the Americans with Disabilities Act, and we're [audio cuts out]. I will now turn it over to you.

>> Thanks Jayme. So I really would like [audio cuts out] for allowing me to speak this afternoon on today's webinar. I'm really honored to be invited to be participating today, and especially with today's topic. I've been with the National Disability Institute, NDI, for 5 1/2 years now, and our mission is to build a better economic future for Americans with disabilities. Prior to [audio cuts out] with NDI, as Jayme mention, I was ADA coordinator and manager of disability services for the mayor's office in Jacksonville, Florida. Throughout my career, I really strived to ensure persons with disabilities not only have equal access and the accommodations necessary for a good, successful quality of life, but also to ensure we are all knowledgeable about these rights and resources. As many of you know, yesterday, as Jayme stated, marks the 26th year anniversary of the signing of the Americans with Disabilities Act, and NDI celebrated this important benchmark by launching our campaign, Disable Poverty. If you're interested in learning more about that campaign specifically, please go to our website or you can go to disablepoverty.org, but in brief, campaign revolves around the fact that adults with disabilities in America are twice as likely to live in poverty as those without a disability. However, there is numerous resources, programs, and information available to ensure individuals with disabilities are able to achieve a better economic future. I believe we can all agree employment is currently and certainly an integral part and tool in achieving a better economic future for all of us. As such, Ticket to Work and the ability to understand and advocate for reasonable accommodations in the workplace can be a key element for any of us who are contemplating the journey to employment, as well as those who are already on the journey, looking for ways to enhance their current and future employment opportunities. [audio cuts out] and navigating the world of Social Security, whether it is in the realm of benefits or Social Security Disability Insurance, known to many as SSDI, or Supplemental Security Income known as SSI, or through the many work incentives offered, such as Ticket To Work, can be difficult, and at times, frustrating. For today, we are going to give a brief, overall description of these benefits to help you get started, as well as the resources to learn even more as you continue your journey to successful employment. So let's start with SSDI. I'm sorry, Jayme, can you move my slide for me?

>> Sure. When you're ready, just say next slide and I'll take care of that for you. Thank you.

>> Thanks so much. So let's get started. Like I said, we're going to talk about two programs I just mentioned administered by the Social Security Administration, SSDI and SSI. So first, Social Security Disability Insurance. Some of you may also know this by a different name. Sometimes it's referred to as Title II because it's administered by the Title II of the Social Security Act. It pays a benefit to an individual or to certain members of their family. If you have a disability, if you applied for the benefit, and if the rules associated with SSDI were met, one of these rules is that the wage earner, the person who had been working, paid at some point, into the Social Security Disability Insurance Trust Fund by paying their FICA taxes. They must meet what's called an Insured Status Requirement, which means that they worked recently enough and long enough to be insured. Kind of like an insurance program. Some of you may also have heard of it called, eligible under this program, what's called a D-A-C, Disabled Adult Child. This is someone who became disabled prior to the age of 22, and they were drawing the benefit off a parent's record of employment, and their parents' tax payments into the SSDI Trust Fund, and so the parent is either disabled and receiving a benefit or Social Security or retired and receiving a benefit from Social Security or deceased. The benefits under SSDI are actually paid from the Trust Fund. You or a parent, if receiving SSDI, paid into it, and you're actually drawing your benefit from it. There are no income or resource limits placed upon these benefits. In theory, you could actually be a billionaire or a millionaire and still receive this type of benefit. Most people in general who receive SSD benefits also receive Medicare, which comes with SSDI after 24 months. If you are unsure what type of benefit you're receiving, one way to determine which type of benefit you are receiving is by noting when you're paid. So if your money is directly deposited into your account say either on the third of the month or on a Wednesday, which could be the second, third, or fourth Wednesday, that could be one way of determining, but for me, I think the best way to determine what type of benefit you are receiving is to contact the Ticket to Work helpline where they put you in touch with what is called a benefit planner or an organization whose benefit planners on staff and provide work incentive planning and assistance services known as WIPA, W-I-P-A. The benefit planners are specifically trained staff that are called CWICs or Certified Work Incentive Coordinators, and they can help you to understand not only what type of benefit you are currently receiving, but also the programs a little bit better. Let's talk more about the Ticket to Helpline, additional assistance, and contact information here in just a few minutes. Let's also now talk about Social Security Insurance, SSI. So I mentioned this earlier. It's also administered by the Social Security Administration, and it's a disability-pay benefit under Social Security Income. Social Security Income benefits, again, you still have to apply to receive them, and you must qualify for the benefit. You do not have to meet an insurance status requirement, and individuals could or may have never worked. They may not have worked recently or they may not have worked long enough to meet an insured status requirement like SSDI that we just covered. However, they still have a disability and they still have to apply for a benefit. If they have limited income and limited resources, they may qualify for the benefit. This benefit is actually a needs-based benefit. The maximum an individual can receive in a month under Social Security Income, SSI, is $733. If you are paid or your money is directly deposited on the first of the month, you're most likely receiving this type of benefit, and those receiving SSI benefits in most states have Medicaid, as well because it comes with SSI. However, in a few states, you must apply for Medicaid and you have to establish your eligibility for Medicaid with another agency. However, just like SSDI, and we just discussed, if you're not sure which type of benefit you're receiving, then a great resource is the Ticket To Work helpline, which we will review in just a few minutes. It's also important to note that Social Security Income, SSI benefits, are often sometimes referred to as Title XVI of the Social Security Act. So not to make it any more confusing, but there is also a chance that some who receive, excuse me, some individuals might receive both SSDI benefits and SSI benefits or what we call concurrent benefits. So you may wonder how that can happen? An individual may work, and they may have paid into the Trust Fund or they may have a parent who worked and was insured, but the amount of the benefit is low enough that Social Security could supplement their benefit with Supplemental Social Security Income. So to receive concurrent benefits, they have to meet the income and the resource guidelines of SSI to qualify. Since they received both SSDI and SSI, they may have both Medicare and Medicaid, and as you can imagine when this happens, benefits become very complex and can become very difficult to understand. So if you're working now or you're looking to go back to work, we encourage you to use the Ticket To Work helpline to learn more about the resources that are there and to utilize the benefit planners get more information and help you understand how the work affects each of those benefits, and especially how you report that work the Social Security Administration. Now let's talk more about why we choose work? So, I think the most obvious for all of us is, right, we want to earn more income. Who doesn't want to earn more income? For those of you receiving SSI, if you are receiving the maximum in the state without any optional supplementation, $733 is really not a lot of money to live on every month. In many, many areas, without any additional resources or benefits in place, that wouldn't even cover living independently and would certainly place an individual receiving this amount of money within the category of individual living in poverty. For those receiving SSDI benefits, research shows the average benefit is around $1165 a month, and, again, it's not a lot of money to live on. So many individuals will choose to work for more income either on a part-time basis or a temporary job or short-term, in order to make a little bit of extra money, in order to get the things they might want, and a lot of the trainings we do around the country with regard to financial education and independence, we talk a lot about the American Dream and what that means to individuals. That dream can be something as large as buying your own home, owning your own business, or maybe something on a smaller scale like a vacation or a computer or even just going to a concert. Whatever your dream is, I really encourage you to identify that dream, because what do those dreams do? They help us gain independence. They help us meet new people and learn new skills and really have an overall quality of life that we all want and strive for in our communities and where we live, but only you can decide what your dream is, and the only way you can get to those dreams is to identify what they might be. You know, so figuring out what your first dream is is the first step, and then once you've done that, I think you're well on your way to starting your journey. So we'll talk about it in the next slide. Once you're starting your journey to a new job, only you can decide if work is the right choice for you. There's a lot of fears and barriers that may be out there, and maybe you aren't sure if you want to go back to work or you're unsure if you can do it. Maybe what we are talking about today and some of the incentives we are discussing are a little scary because you don't understand them, or maybe you think you can physically or mentally work full-time, but I encourage you to get out there and try. I'm really amazed at how many individuals join us on these webinars, and I'm so proud that individuals are interested in learning more about the resources and opportunities that are available to go back to work and to give things a try. Let me tell you about one of the things that's a great incentive. That's the Ticket to Work Program. The Ticket to Work Program, on our next slide, overall, is a volunteer employment support program available to most Social Security beneficiaries with disabilities and those receiving a ticket are referred to as ticket holders. An individual can take their ticket to what is called an Employment Network, or a provider, allowing beneficiaries to increase choices and opportunities to receive services from public and private providers. Participation in the Ticket to Work program begins when a person reaches an agreement with an employment network or a state vocational rehab agency, and while that person is assigned a ticket, they do not have to go through the continuing disability review, CDR, to determine eligibility for services under the Social Security Administration. So I'm going to recap, because I know that was a lot in one paragraph. So keep in mind these things, right? The Ticket to Work program is all about choice. It's completely voluntary. It is a free program, and it offers career development for people between the ages of 18 and 64 who are receiving a disability-based benefit or Social Security Income benefit from the Social Security Administration. Individuals are allowed to choose their own provider, those employment networks that I talked about, and these providers may offer other services and all types of resources and support that an individual will need to make their own choices back to employment. But again, it's an individual's choice, and they're there to work hand-in-hand with the provider to make those choices. Both the individual and the provider agree to work together, and they develop a work plan. That's developed and the ticket's then assigned to that employment network or the state VR, however the individual chooses, and when that is done, the Social Security Administration, as long as the individual is actively progressing towards that plan, achieving their goals on that plan, will not conduct the regularly scheduled medical reviews. So some individuals are afraid to go back to work because there's a fear that they will have their case reviewed and their benefits will be terminated. So I think we all know that they're required to do that by law and conduct medical reviews, and generally, those reviews are either conducted annually, every three years, every five years, or every seven years, but most are done every three years, but when you're participating in the Ticket to Work program, the regularly scheduled medical reviews are not conducted, and that is a great protection. So as we're taking that next step, like any other major decision, we need to gather information and resources. So let's talk about on the next slide, taking that next step. So we talked about some of the fears around the medical review and some of the barriers it might have for going back to Ticket to Work Program. Again, another one is what does it mean about going back to work, whether or not we should disclose our disability? So next slide, please, Jayme. The first thing, which many of you are doing today, and again, it encourage us to see that so many individuals, thank you for joining us, are gathering information and resources around planning your journey toward employment. Part of that is through our presenter this afternoon, JAN, who will give you a wealth of information around topics such as disclosure and telling your employer about your disability or not telling you employer about your disability, as well as how do you request a reasonable accommodations in order to perform your job successfully? This will hopefully ease some of your fears you may have around these topics, as well as be really an integral part of your toolkit as a future resource for your journey to and through successful employment opportunities. So gathering resources is a great first step today. Another is learning more about the Ticket to Work Program and the Working Centers that can really help the journey a smooth one. So it's really important to know that Social Security is behind you, and they support you in your efforts to go back to work. They want to be one of your resources. We'll talk here shortly about reaching out to them and their hotline, but keep in mind that the Social Security Administration does have what's called work incentives. They are employment programs and special rules that are in place, which allow you to receive training for new skills and to improve skills you already have. Maybe you want to pursue your education or start a career or try a different job. This will help you gain confidence to do that and some of these work incentives are safety nets to protect your benefits or your Medicare or Medicaid or cash benefits, and if you're successful with your work and your benefits end, and you have to stop working later, the work incentives may make it easier back on those rules. So I'm just going to go over just a few of the work incentives that might be available. One is student earned income exclusion. SSA recognizes that training and educating can prepare people for better-paying jobs. For beneficiaries under age 22 and regularly attending school, Social Security Administration does not count up to $1780 of earned income per month when calculating a beneficiary's Supplemental Security Income payment. These amounts are, of course, for 2015 and typically increase annually. Another great incentive is impairment-related work expenses. Otherwise known as IRWEs. When a person receives SSI and/or SSDI benefits and they pay out-of-pocket for work expenses such as medicine, transportation, medical supplies, medical device, or service animals, an SSA recipient may deduct those costs when calculating their countable income. So SSA may also be able to deduct out-of-pocket expenses for medical services such as doctor visits or attendant-care services, for modifications to a home, car, or a van, to allow persons to work. The approved expenses needed to relate the person's work and disability. Another really great work incentive is the PASS Plan. Plan for Achieving Self-Support. A pass allows you to do some of these things we were talking about. Training for new skills, improving skills you already have, pursuing your education, starting a new career or trying a new job. It allows you to set aside other income besides your Social Security income and/or resources for a specified period of time so you may pursue a work goal that would reduce or eliminate the SSI or SSDI benefits you currently receive. So, for example, if you receive SSDI wages or other income, you could have set aside some of that money to pay expenses for education, vocational training, or starting a business, as long as the expenses are related to achieving your work goal. A great tool for this is passonline.org. Finally, let's go to the Ticket to Work Helpline information. The Ticket to Work helpline and the website can provide a lot of valuable information, resources to assist you in understanding this program. So I know there's a lot of information we talked about in this short period of time already. So I'm really suggesting, as I've done earlier, to contact or consider taking that next step and calling the Ticket to Work Helpline. When you call that number, the voice being 866-968-7842, they can really help you in connecting with local resources in your community such as a WIPA or a CWIC or answer questions that you might have around Ticket to Work, work incentives, Social Security, insurance, all of those things that really can be complicated, and you really want to make sure you have a good understanding before pursuing your goal of going back to work. You can also use their website, which is very easy to use and helpful. It is www.choosework.net for additional information. So as many of you are beginning your careers or are already working and want to learn more about how you achieve those goals and those American dreams that we talked about, you know where you can find the resources that you need. That you have the Ticket to Work helpline to call. You have organizations and community partners that are really interested in helping you to learn more to make sure that you have a successful journey within employment. So with that, I am going to give it back over to Jayme, and she's going to introduce JAN, who will have some wonderful resources to help when it comes to employment, as well.

>> Thank you so much, Katie, and thank you for all of that fantastic information. I do want to say that I know that it was a lot of information to cover in about 20 minutes. So great job, Katie, but you will see that Ticket to Work call-center number pop up again, and if you have any additional questions after this webinar, we do encourage you to contact them, and they're wonderful at answering any questions you might have. So thank you so much, Katie, and now, I would like to welcome our presenters from the Job Accommodation Network or JAN. We are joined by Melanie Whetzel, and Melanie has been with JAN on the cognitive and neurological teams since February 2008. She [audio cuts out] advocating for students with disabilities in the [audio cuts out]. Melanie holds a Masters of Arts degree in Special Education and a BA in English. She's earned 60 hours above the Masters level. Her postgraduate work has been primarily focused on special education, and she most recently completed a graduate certification in career planning and placement for youth in transition. Melanie specializes in learning disabilities, mental impairments, developmental disabilities, autism spectrum disorders, and brain injuries. She became a certified brain injury specialist in December 2014. Sarah Small will also be presenting with Melanie this afternoon, and she joined the JAN Team on the cognitive and neurological team in 2015. Before she came to JAN, Sarah worked as a healthcare assistant at Valley Healthcare Systems where she provided services for clients with intellectual and developmental disabilities, excuse me. In addition, she completed an internship with the West Virginia Division of Rehab Services providing vocational rehabilitation services to a variety of clientele. Melanie and Sarah, thank you so much for joining us this afternoon, and I will let you talk about the Job Accommodation Network.

>> Okay, thank you. I'm going to start out with giving you a little bit of information about the Job Accommodation Network, better known as JAN, and we are the leading source of free expert and confidential guidance on workplace accommodations and disability employment issues. Working towards practical solutions that benefit both the employer and the employee, JAN helps people with disabilities enhance their employability, and we show employers how to capitalize on the value and talent that people with disabilities add to the workplace. Just a bit more information about JAN for those of you who may not be as familiar with we do. JAN was established in 1983 as a free, national service and continues to function the same way today. We specialize in job accommodations and the employment provisions of the Americans with Disabilities Act, or the ADA. Consultants can assist callers at any point in the interactive process, from explaining what the process includes to helping pinpoint and solve difficulties at specific steps. We can answer specific questions and give targeted technical assistance. We can also provide comprehensive resources. All calls are confidential. So callers can freely explore their options. There's basically no way that you can't get hold of us here at JAN. You can communicate using the telephone, chat, text, TTY, relay, email, and social networks. We offer live and archived trainings just like you are receiving today through this webinar, and we work as your partner in the employment and retention of employees with disabilities. So JAN's website is pretty comprehensive. You will find over 200 publications, as well as SOAR, our Searchable Online Accommodation Resource, our ADA library, the A-Z of Disabilities and Accommodations, JAN On-Demand which is an email service, JAN in Spanish, JAN updates and news. We have a live chat function that's become very popular, and again, we also work through social networks. Consultants offer one-on-one guidance on workplace accommodations, the Americans with Disabilities Act or ADA, and related legislation such as the Rehabilitation Act. We also provide information on self-employment and entrepreneurship options for people with disabilities. From Fortune 500 companies to entrepreneurs, JAN has served customers across America and around the world for over 25 years. We are the most comprehensive job accommodation resource available. Our consultants are sought leaders and innovators on disability employment issues, and all have earned at least one Master's degree in their specialized fields, ranging from rehabilitation counseling to education and engineering. Our services are free, the first time you use them and as many times as you need to call back and get assistance. Although we are located on the beautiful campus of West Virginia University, we are a national service. JAN is very easy to use and offers several ways to obtain confidential, personalized assistance anytime, anywhere. You can get your questions answered by toll-free phone calls that include TTY, visit the web for more than 200 disability-specific publications, as well that SOAR that we talked about earlier, and that enables users to explore accommodation options for different disabilities in workplace settings. JAN's On-Demand online service provides customers with individualized email and chat responses to questions about accommodations and the ADA. Connect with JAN through twitter, Second Life, Facebook and other social networks. JAN delivers training workshops at events sponsored by corporations, organizations, federal, state, and local governments, and webcasts just like we're doing here for you today. A consultant at JAN can answer questions and offer assistance to employers, individuals with disabilities, service providers and others. Maybe including a parent who might call with questions about a son or daughter, an adult child calling for ways to assist a parent. We get calls from other family members, union representatives, as well as medical professionals and attorneys. All right, JAN consultants specialize in specific areas or work on teams. When you call, you'll speak to a program assistant who will direct you to the appropriate team and team member for the particular disability and situations you're calling for assistance with. The Motor Team assists callers with disabilities such as back, neck, shoulder and leg impairments, as well as other mobility issues, arthritis, heart conditions, multiple sclerosis. The Sensory Team works with individuals who have hearing, vision and speech impairment, as well as allergies, asthma, and other respiratory impairment. The Cognitive and Neurological Team, and that's the team Sarah and I both are members of, we consult with callers on mental health impairments such as depression, bipolar disorder, anxiety and panic disorders as well as learning and intellectual disabilities, traumatic brain injury, attention deficit, autism spectrum disorders, and epilepsy. Our Entrepreneurship Team assists callers who need information and resources for small-business and self-employment options, and here, this is the homepage of our website. I'd like to go into just a little bit more detail concerning a few features there that will be most helpful to you. If you look at that menu at the top of the page, it goes across in white, you'll see the tabs for the ADA Library, Publications and Resources, Searchable Accommodation Database, The A-Z of Disabilities and News. The A to Z tab will be really helpful for you, and that organizes information you need in an easy A to Z format. You can find listings of specific disabilities and medical conditions ranging from Addison's disease to vision impairments. You can find information on topics ranging from aging to web accessibility, and then on limitations that vary from anger and emotions to writing. Also see the training hub in the red box at the bottom right. It contains webcasts, modules, and other useful information. All right, now I'm going to turn this over to Sarah so she can offer guidance on disclosure or how to talk about your disability.

>> Thanks Melanie. There are several reasons why someone with a disability may choose to disclose the disability to their employer. The first and probably the most common reason would be to ask for workplace accommodations. The employer has a right to know if a disability is involved when an employee asks for an accommodation. The next reason someone may choose to disclose their disability might be to receive benefits or privileges of employment. The ADA requires employers to provide reasonable accommodations so that employees with disabilities can enjoy the benefits and privileges of employment equal to those enjoyed by similarly situated employees without disabilities. Benefits and privileges of employment include but are not limited to employer sponsors sponsored training, access to cafeterias, lounges, gymnasiums, auditoriums, transportation, and parties or other social functions. If an employee with a disability needs a reasonable accommodation in order to gain access to and have an equal opportunity to participate in these benefits and privileges, then the employer must provide the accommodation unless it can show undue hardship. An example of this might be in a school where a public address system is used to make announcements. In order to make this information accessible to a deaf employee, the principal arranges to send in advance and electronic mail message to the deaf employee conveying the information that will be broadcast that day. Lastly, the third reason an individual may want to disclose the disability is to explain an unusual circumstance. For instance, someone with temperature sensitivities due to multiple sclerosis may want to explain to his or her employer that it would be help all to work from home while the office air conditioner is being repaired. Disclosure can be very simple. You can tell your employer that you need to speak to him or her about an adjustment or change that is needed due to a medical condition. JAN recommends that you put your requests in writing. If you have a verbal conversation with your employer, you can easily follow it up in writing. You may use plain English to request an accommodation. You don't have to mention the ADA. Nor do you need to use the phrase reasonable accommodation. It can be as easy as saying to your supervisor, "I need to talk to you about a problem I am having with getting to work on time because of a medical condition." Again, either verbally or in writing, you can tell your employer, your supervisor, an HR representative, a union steward, or other appropriate persons that you need an accommodation or a change in the workplace. Here we have an example. An employee with bipolar disorder is having difficulty sleeping and waking up for work and has been late three days in a row. She is not sure what to do but do but doesn't want to get into disciplinary action. The employee chooses to disclose the disability and provides medical documentation to her employer. Since her work doesn't depend on or affect others, the employer found no hardship to flex her daily schedule, as long as she gets her time in between the core business hours of 8 AM and 6 PM. Melanie?

>> All right, now we're going to look at some common accommodation options that may be helpful. The purchase of equipment or modifications to existing equipment may be an effective accommodation for people with many types of disability. Many forms of assistive technology make it possible for people to overcome existing barriers to performing functions of a job. These devices range from very simple and inexpensive solutions like rubber bands and paperclips, to high-tech, electronic equipment. JAN can help you find a product that works for you. Take note of the following ideas. Task lighting is often used for those who are sensitive to the overhead lighting. A watch that can be set to vibrate or alarm can be helpful to those who need reminders. A smart pen records as you write so it is an excellent tool to help capture the best notes. A pocket recorder can be useful to those who may need to listen to verbal instructions repeatedly. A wireless headset can alleviate the physical stress and pain that may come with answering the phone, especially while taking notes or using the computer at the same time. An iPad along with apps, can be used for training, note taking and recording, as well as assistance with organization and concentration. Our next example involves an electrician's helper with an intellectual disability who needed to attend periodic licensure training. He had difficulty taking effective notes and remembering the information in the meeting. As an accommodation, the employee was provided and iPad with apps that would record the training. This enabled him to listen to the trainings as many times as he needed. He was also provided training on how to use the device and the apps. Another example we have here involves a parts sorter in a distribution center who had difficulty standing for his shift with only a 30-minute lunch and a short afternoon break. His work became sloppy in the afternoons due to his fatigue. As an accommodation, the employee was provided with both an anti-fatigue mask to help his back and legs and a stand-lean stool that allowed him the ability to work in an upright position while his weight rested on the padded seat.

>> Job restructuring is another form of reasonable accommodation. Job restructuring may involve reallocating or redistributing the marginal functions of a job. Although an employer is not required to reallocate essential job functions, it may be an accommodation to modify the essential functions of a job by changing when or how they are done. Our next example involves an employer who required that all employees work overtime. An employee with Down's syndrome and a heart condition asked to be excused from overtime because of fatigue and exacerbation of symptoms. What accommodation was provided here? None in this case. The employer denied the request, stating that overtime is an essential function of the job. Here is another example of job restructuring. A member of a cleaning crew with epilepsy is restricted from working on a ladder. He can perform all of the functions of his job except for the task of maintaining the overhead lighting fixtures. As an accommodation, the job task of a second crew member included cleaning a small kitchen and the employees' lounge, which was a task that the first crew member could perform. The employer switched these specific tasks performed by the two crew members.

>> All right, now we're going to look at modifying a workplace policy, and that can be another effective accommodation. While employers are free to set policy, there are some policies that may need to be modified for an employee with a disability. Examples of policies that employers might need to consider modifying include dress codes, rules about eating or drinking at a workstation, attendance policies, and rules about animals in the workplace. In this example, a file clerk with an anxiety disorder uses a service animal to help her deal with stress in the workplace. For the accommodation, the employer modified its no animal policy and allowed the service dog in the workplace. Interpreters and readers are other forms of accommodation under the ADA. Readers are often used for people with low vision or no vision or individuals who experience difficulty reading. Interpreters, of course, are used for people who communicate with sign language. JAN can help by discussing where to help find readers and interpreters, when employers have an obligation to provide them, and alternative methods of communication might be appropriate. Job coaches can also be a part of an effective accommodation, particularly in supported or customized employment situations. In this example, a job applicant for a dog warden position for city government had dyslexia and could not pass the required written test. A reader was provided as an accommodation for the testing.

>> Next, we're going to talk a little bit about reassignment. Reassignment to a vacant position the employee is qualified for is a form of reasonable accommodation and may be provided to an employee with a disability who can no longer perform the essential functions of his or her current position. Even with accommodations. Here we have a great example. A retired Army medic had difficulty managing stress in the workplace due to her post-traumatic stress disorder. Her stress and intolerance was intensified when she heard the emergency medical helicopter arrive and depart from the hospital where she worked as a nurse. For the accommodation, the nurse was reassigned to a vacant position on a unit that was far from the helipad. So she rarely heard the helicopter. During times when the helicopter staff would practice maneuvers in her area, she was allowed to work a flexible schedule. Here, we want to share a couple of additional accommodation situations and solutions with you. First, a retail employee with an intellectual disability had difficulty remembering when to take his breaks and lunch and when to return to his position. Using a programmable watch, the job coach help set the times for his lunch, breaks, and when it was time to return to work. The watch was set to vibrate so the employee knew exactly when it was time to leave for breaks, his lunch, and when to return to the sales floor. Next, a bus garage employee had difficulty reading but had excellent listening comprehensive skills. He often missed instructions and important announcements that were sent via email. The employee was provided with screen reading software that allowed him to listen to the emails that he received. His performance greatly improved as well as his attendance at meetings and gatherings.

>> Okay, many of you may not have been aware that JAN has a Self-Employment Entrepreneurship Team that assists callers who need information and resources on small business and self-employment options. Here is a brief overview of what our Self-Employment team can do to assist callers. They provide detailed intake process, individualized consulting and resource materials. They provide local, state, and national resources. They provide ongoing electronic and telephone access and support, not case management though. They also provide JAN entrepreneurship website access, information on for-profit, nonprofit, customized self-employment, home-based business, micro-enterprise, and independent contracting information can also be obtained. Our Self-Employment Team can help with self-employment, small business programs for people with disabilities, idea development, discovery process and feasibility, business planning, and low-cost marketing strategies. Although the JAN staff's Self-Employment Team can provide information, we don't actually provide these services, but what we can do is refer you to those who do provide services including business legal structures, Social Security benefits planning, financial options including asset development, health and business insurance, tax issues, including tax credits, and mentorship and coaching, and JAN contact information. This may be the most important JAN information that we have for you today, and that's the information on how to get a hold of us. If you have questions at any time, please feel free to get in contact with JAN. You can reach us toll-free at 800-526-7234 for voice or 877-781-9403 for TTY. Visit us on the web at askjan.org, or email us, jan@askjan.org. You can also contact us through text and Skype and find us on Twitter, Facebook, LinkedIn, and other social networks, and we thank you for making JAN a part of this training program. And now I'm going to send this back to Jayme.

>> Thank you so much, Melanie and Sarah. That was some wonderful information, and we have a lot of questions for you. So we're going to pick your brains for a little bit, but first, I do want to remind everyone that if you have questions for any of our presenters, you can submit them in the Q&A box, which is on your webinar console to the right of the webinar slide. If you're joining us by phone today, you can also email questions to webinars@choosework.net. Our first question is, "Could you tell us a little more about SOAR please?"

>> Sure. That's a program we have there on our website on the home page. You click on that and it comes up and it will take you step-by-step through the process. You choose disability and then you can choose the limitation. It walks you right through there to end up with accommodation ideas, and it also provides you with links to actual products where you can look up those products as well. So if someone has a learning disability, you go down and click on that. Then you can click on if the difficulty you're looking to accommodate would be reading disability or writing disability, and then find accommodation ideas for reading. For instance, then with products that could help, as well.

>> Thanks Melanie, and if someone is not able to figure out an accommodation that will work for them using SOAR, are JAN consultants available to meet with them?

>> Oh, sure. Absolutely.

>> Yeah, that's just an option for people. A lot of times they'll go through that first, and then they'll still give us a call or contact us in some way. Absolutely. You can call at any time, even with a small question. Sometimes we have people who call with just they know they've seen before even. They can't find it because our website is so extensive. We can sometimes help you locate information quickly.

>> Okay, great, and do you ever sit down and brainstorm with an employer and the person with the disabilities to come up with accommodations ideas?

>> Sure. We do that. When the employer is willing to do that, absolutely. We do conference calls. Right. It's very helpful when both people are on the line because that way you get information from both sides, and because our calls are confidential, if an employer calls, we have to keep that information confidential, and when an employee calls, we keep that information confidential, and when they're on the line together, it just allows for more open conversation.

>> Okay, thank you. We also have quite a few questions about disclosure and when you would recommend telling an employer about your disability. Let's start with that one. Would you recommend telling an employer about your disability during the interview process, once you are hired? What is the recommendation?

>> Disclosure, honestly, is a personal preference. Typically, disclosure is the first step to asking for an accommodation, especially if one is needed. As far as asking for accommodations and disclosing, that can happen at any point during the employment process. So whether it's during the application interview stage or if it's, you know, a matter of years down the line, and all of a sudden there appears to be a need for an accommodation. When we get that question from a practical standpoint, we'll typically will tell people, you know, if you don't feel that you need an accommodation for the application or the interview, but you feel like you may need one once you are actually on the job, it is okay to wait until you are in the job because it is something you can ask for at any time, and typically, once you are in the position, you'll have a better idea of maybe what's needed, you know, if anything is needed at all. But with that being said, you know, certainly, if you feel comfortable and, you know, want to tell them up front, you certainly can, especially if you feel like you might need some sort of accommodation for the interview or employment testing. Things like that.

>> Thanks, Sarah. That answers quite a few of our questions. We have a lot of folks out there wondering if they have to disclose their disability. So thank you for that information. We also have someone out there wondering how accommodations get paid for.

>> That's the employer's job to pay for the accommodations up to a point where it would cause an undue hardship, and that depends on the size of the employer, what their resources are. So that would vary from employer to employer, and a lot of our accommodation ideas aren't expensive at all. A lot of them are under $500, but if you think about modified schedules, things like that, they can be cost free.

>> Okay, thanks Melanie. I'm just following through some additional questions. We have someone in the audience who is raising their granddaughter and grandson, and is wondering if they can contact JAN on their behalf.

>> Yeah, absolutely. We have family members, friends, relatives call all the time, and, you know, everything, like Melanie said before, is kept confidential, but they certainly would be welcome to call and discuss their child or grandchild and kind of what they're facing.

>> Thanks. We also have someone who's wondering if you have any advice on how to explain a gap in employment on a resume.

>> Well, that's a good question. I mean, you want to probably provide as much information as possible on what you may have been doing in that gap. If you were doing caregiving, you know, going to school, anything like that that would show that you were working on some skills or have some skills. Because that could be a question that someone would ask that the employer could ask that could lead to you feeling like you had to disclose a disability. So the best thing to do would to be prepared for that but to look also at, you know, what you may have been doing during that time that would help in an employment situation.

>> Thank you. We have a couple of questions from folks wondering if JAN services are available in their area. So do you provide services nationwide?

>> Yes, we do. Yep.

>> Thank you, and we are still getting questions about whether or not you have to disclose your disability during an interview or to your current employer. Can you just answer that question for us again?

>> Yeah, absolutely. No, you're absolutely not required to. You would want to, you know, if there's a need for an accommodation, but, you know, if you're going into an interview and you are unsure at that point if you're going need any sort of accommodation, you know, you would not have to disclose that information. During the preemployment process, the employer really is not allowed to ask any disability-related questions. So at that time, you know, if you were to share something or you were to meet an accommodation for the interview, you could certainly ask. But, you know, unless that's necessary, then no, you in no way would be required to share that during an interview, and by not sharing that information up front, that will in no way impact your ability to ask for an accommodation later if one is needed.

>> Do you have any advice for folks out there who feel like once they disclose their disability they may have been discriminated against?

>> Well, with disclosure, you know, it is something that's supposed to be kept confidential, and kind of as I said before, you know, from a practical standpoint, that's kind of why we'll recommend that, you know, if something isn't needed upfront, to wait until you're in the position just because that will sort of prevent any of those feelings or not knowing, you know, hey, if I didn't get this position, is it because, you know, maybe I wasn't the best candidate at this or was it because the employer disclosed, based on the fact that I mentioned I had a disability. So that's kind of why we will typically suggest waiting until you're in the position. Once you are in the position, you know, again, it's supposed to be kept confidential between, you know, whoever is helping to process the accommodation, maybe a supervisor if they need to know in terms of implementing the accommodation, but you know, we do here at JAN, we have a publication on employees and, you know, feeling harassment in the workplace. When situations like that occur or someone does feel like discrimination is occurring, we'll typically suggest maybe going up the chain of command internally. So if there's somebody higher up that they feel comfortable sort of, you know, discussing that with or, you know, if something major were to happen or they really felt like their rights under ADA were being violated, we would typically refer them to the Equal Employment Opportunity Commission who enforces ADA, and they're the ones who can help with filing ADA complaints and things like that.

>> Thanks, Sarah. We also have someone out there wondering if employers use JAN to assist with ADA compliance questions.

>> Yeah, what was that question again?

>> Can employers use JAN to assist with ADA compliance questions?

>> Oh, absolutely. Yes, absolutely.

>> That was easy. Thank you. We do still have several people out there who have visible disabilities. They may be blind and use a cane or they may use a wheelchair. Do you have any advice for them going into the interview process?

>> One thing they might want to consider is if they do need an accommodation, they might want to think about that ahead of time. You know, if somebody does use a wheelchair, you know, they might need to make -- to ask if the building has an elevator or if the interview is going to be on the first floor, rather than get there and have it be a difficult situation because the employer was maybe not prepared for that. So that would be a good reason for someone to disclose a disability before an interview. You know, if it's a visible disability, the employer is probably, more than likely, going to pick up on that anyway. So you're not giving away any information, and it would just help the employer be prepared for the situation if you have any special needs.

>> Thank you so much, Melanie. Just looking through some questions now. I know that you wanted to talk a little bit about accommodations that relate to making the worksite accessible. Would you like to talk about an example of that?

>> Sure. That could be parking. Someone who, you know, has difficulty walking from the regular parking lot to their workspace, they could be given a particular parking space that would be closer. Their workstation could be moved maybe to the front of the building instead of clear around the back. Maybe they would be allowed to have a parking space in the back of the building where they could just walk right in and it would be near their workstation. Automatic door openers could be helpful for people. Sometimes, you know, there are thresholds on doors that are difficult. People trip over. There can be little threshold ramps that would make it easier access for everyone who is walking to not have to step up, but the employer would want to look at making their facilities accessible in all areas that people use. You know, from the time they walk in the building to common areas.

>> Okay, thank you. I know you also wanted to talk some about modifying schedules and allowing leave time. What advice do you have for us related to those two topics?

>> Yeah, so modifying schedules can be a form of an accommodation. And, you know, that can be seen in a variety of ways, and sometimes can go hand-in-hand with allowing leave time as an accommodation. Probably two of the most common scenarios that we see pretty often are, you know, let's say someone has a mental health impairment, and they attend a weekly therapy session. Looking at could their hours be flexed as a way that they could, you know, attend the regular appointment and maybe make up those hours later or work through lunch one day? Other times they can utilize leave as an accommodation. A lot of times with leave under ADA, it is looked at as using their accrued leave first, maybe sick time, and then allowing for additional unpaid leave if that would be necessary for the person. Another example with modified schedules that we see pretty often is with individuals who have sleep disorders. So if somebody, you know, maybe is having difficulty with shift work and looking at that, or, you know, maybe they're on medication that causes them to have difficulty waking up in the morning or be kind of groggy, so they'll ask to have a modified schedule and maybe come in a little later and stay a little later in that evening. Or, you know, some variation of that, and that can be done, you know, sort of put in place relatively permanently for the individual or it can be done as an as-needed basis.

>> Thanks so much, Sarah. Let me take a quick look. We have some people out there interested in future trainings that you might offer. Is there a way that they can find out about online workshops or teleconferences you might offer in the future?

>> Yeah, as Melanie mentioned before, the easiest way to probably access that information would be on our homepage. Down at the bottom right, there's a link for training, and that's kind of our training hub. So that's where you can find information about, you know, if JAN consultants may be speaking somewhere or any of our future webcasts and things like that.

>> Thanks for that. I am going to switch gears a little bit right now and talk some more about some additional resources. I do want to encourage folks to keep submitting those questions in the Q&A box or to webinars@choosework.net. We may have a little more time at the end to answer some additional questions, and Melanie and Sarah will still be here once I finish these next slides. So again, I know a lot of you are asking how to contact JAN. This information has been up on your screen. You can contact JAN by phone at 1-800-526-7234 for voice or 877-781-9403 four TTY. You can also find them online at wwww.askjan.org. You can email them at jan@askjan.org. You can text them at 304-526-8189, or you can contact them on Skype at janconsultants, and I did see several questions wondering if the Ticket to Work Program and JAN were the same program, and they are two different entities. They are separate programs. So I did want to clarify that, as well. But we're all working together to impact the outcomes of employment for people on this call today. We do have some additional resources. Social Security is hosting a Virtual Job Fair. We're very excited to announce our second Virtual Job Fair this year. This fair will be a national job fair and it will be on August 24, 2016, from 11 AM until 5 PM Eastern Time. The job fair is sponsored by Social Security, and it will connect you with companies that work with the federal government and want to hire qualified job-ready people with disabilities. The job fair will include employment opportunities nationwide, as I mentioned, and we do have a special announcement that includes some of the employers that we have signed up so far. In August, the employers that we have registered thus far are Anthem Incorporated, DAE Systems Incorporated, The Community College of Philadelphia, Gordon Food Service, HSBC, KPMG, Merck, NRC, Raytheon Company, and Wells Fargo, and we are actively recruiting employers now, and that list will certainly increase by the time of the job fair in August, and all the companies that are signed up for the job fair will be listed online. You can also get more information on the virtual job fair online, and I'll read that website in just a moment. If you do have questions about the Virtual Job Fair, you can contact vjf@choosework.net. If you participate in the Virtual Job Fair, you will have the opportunity to talk with job recruiters online via chat forums and one-on-one messages. You can also ask questions in our Virtual Resource Booth related to job accommodations, Social Security Work Incentives, and legal issues that sometimes create barriers to work for people with disabilities. This job fair is for current Ticket to Work participants. So this means that if you are using your ticket to receive services from an employment network or vocational rehabilitation agency and are ready to work, you should register for the fair using the following link: https://vts.inxpo.com/launch/qreg.htm?showkey=32842. In order to participate, you'll need to complete a consent form and give it to your employment network or vocational rehabilitation agency. The consent form can be found online at the website https://www.choosework.net/vjfconsent, and you can also find some additional information at that website, as well. The choose work website has a great tool called the find help tool, and you can find service providers in your area. Katie mentioned with those in CWICs, I talked a little bit about employment networks and VR agencies, and you can find all of these organizations by visiting www.choosework.net/findhelp, and you can search by your ZIP Code, services, what these service providers offer, disability types, languages spoken, provider types, and I mentioned some of them, but you can find employment networks or workforce employment networks, vocational rehabilitation agency, work incentive planning and assistance program, or protection advocacy for beneficiaries of Social Security, and some of you did have some legal questions, and contacting your PABSS organization will help you get answers to those questions. So this is the point where we want to be sure and show you our Ticket To Work Help Line information. Again, we had a lot of folks out there today. We had more than 400 of you join today's webinar, and we were not able to get to all of the questions. So if you do still have some additional questions, you can call the Ticket To Work Helpline at 1-866-968-7842 for voice or 1-866- 833-2967 TTY. You can also visit us online at www.choosework.net. There is a wealth of information on that website, and you can take a look at some success stories. You can learn more about, you can find some answers to benefits questions. So I encourage you to take a look at that website. We are also on social media. You can like us on Facebook at www.facebook.com/choosework. You can follow us on Twitter at www.Twitter.com/chooseworkssa. You can also watch Ticket To Work videos on YouTube, and that's at www.YouTube.com/choosework. We are also on LinkedIn and you can follow us on LinkedIn at wwww.linkedin.com/company/ticket-2-work, and all of these methods are also great ways to learn about upcoming events like the virtual job fair or about future webinars. We do have a webinar every month and we encourage you stay tuned for future webinar announcement. Okay, and we do still have some additional time. So I'm going to go back and take a look at some additional questions. Bear with me for a second. It looks like some people were interested in seeing the link for the August 24th event, and I will read that again. To register, you can go online and register at https://dts.inxpo.com/launch/qreg.htm?showkey=32842, and again, you'll also have to fill a consent form to participate, and that consent form can be found online at https://choosework.net/djsconsent, and I know some of you may have participated in our last Virtual Job Fair, but you will need to fill out another consent form. We do have some folks out there wondering if they can participate if they have not yet assigned their Ticket to Work, and unfortunately, this is for current ticket holders, but I would encourage you to call the call-center and reach out to the employment network and start the process. We also have somebody asking if there's a newsletter available to keep in touch for events and webinars. If you go to the choose work website, you will see an option to sign up for news and information about Ticket to Work, and that is how you can be informed by email of all of our upcoming events and some information about news about the Ticket to Work Program. Again, if you have more questions, feel free to submit them in the Q&A box to the right-hand side of the webinar slides today.

>> Melanie and Sarah, we have some folks out there who have invisible disabilities. So they may have a mental health disability or physical disability that is not evident, and they're curious if there are accommodations available for them as well?

>> Sure. Yeah. What we would look at is, you know, what are the limitations that go with those? You know, do you have limitations with concentration or organization or memory, and then we would look at what accommodations would work in particular employment situations. If someone has a difficulty with memory, then we would look at, you know, do they need a checklist. Do they need a recorder where they could record instructions so that they could listen to them over and over again? Do they need some things that are color-coded to help them, you know, differentiate between different things?

>> Thanks, Melanie. We have a question out there from someone who was wondering what PABSS is. PABSS is Protection and Advocacy for Beneficiary with Social Security, and PABSS organizations are available in every state, and they actually provide legal information to people who receive Social Security. So they can help you if you have any questions about something that you may feel you were discriminated against. Some of you mentioned feeling the discrimination during an interview, and PABSS may be a good resource for that, and you can find your PABSS organization by visiting the Find Help tool that I mentioned and that's www.choosework/findhelp. Let's see. Keep those questions coming, folks. We still have about 8 minutes.

>> Okay, Sarah. I know I've asked you several times about disclosure, but again, what is your advice on disclosing to your employer if someone has to do it and what might the best time be to disclose your disability?

>> Well, if someone feels like they do need to disclose, again, you know, typically it's only in situations where an accommodation is needed. In order to do that, you know, you can approach, if you feel comfortable, your supervisor. You could reach out, you know, to human resources directly. Sometimes, if there's, like, an employee handbook or some sort of manual, there may be an ADA coordinator listed or somebody like that that you could reach out to and disclose. Really, you know, it truly is a personal preference for individuals as far as, you know, if they're going to disclose up front or if they're going to wait, you know, and disclose after they're on the job. You know, it's an ongoing process once you're in the interactive process and working towards accommodations. So, you know, it is something that, you know, some individuals that we talked to choose to kind of go in and initially disclose because they know that based on their disability, they are, in fact, going to need some sort of accommodation. A lot of the calls that Melanie and I get, you know, are sort of more of the "hidden disabilities" and a lot of times with those, someone may have an idea that, you know, maybe at a previous job they needed an accommodation or they're just not quite sure if they are going to need something. In those cases, if nothing is needed for the interview or for, you know, let's say there's a test or something like that, in those cases, we would typically suggest waiting until you actually receive the job offer or waiting until you're in the position, just because that gives you a better indication of, you know, are there certain things that I feel like I'm having difficulty with? Or are there certain things that maybe, you know, could be beneficial for me? It's always a case-by-case basis. So it just really depends on what that individual's needs are and what their specific employment situation is.

>> And let me jump in here. I thought of a couple examples. I had a call one time. It was a guy with attention-deficit disorder, and he really did not do well in the afternoons. He did a lot better in the mornings, and so he felt that he had a better chance of doing well on an interview if the interview was in the morning. He was trying to figure out if he needed to disclose or not, and we determined that, you know, if their interview slots are open in the mornings, he could request that. Or he could request, you know, "Hey, can I get an interview in the morning?" Or wait until they say, "What time can you come in?" And if there were morning slots available, then he wouldn't have to disclose that, because that would be the best thing for him. If there were only afternoon slots available and he really felt that that was going to be a detrimental interview for him, then he could disclose, "Hey, I do better in the mornings because I have ADHD. Can I get an appointment then?" And so it really is, you know, a case-by-case basis, depending on the individual and the disability.

>> And with that, you know, we always suggest, you know, if you're to a point that you feel like performance is starting to suffer, or, you know, something like that, then it may be a good time to disclose and ask for an accommodation if you feel like that would be helpful or if you feel like performance is suffering because of the disability. But if you're in a job, and, you know, really, even if there is a disability involved and you don't feel like you're having any difficulty or that you don't need any sort of accommodation, then really, you know, it's not something that you would have to disclose.

>> That's really great information. Thank you both and thank you for telling that a couple times a couple different ways. We have had several questions about people wondering if there are any accommodations available during the job application process if an employer has an online application, and someone is not able to fill out that online application. How does that person requests the accommodation, and what might that accommodation be?

>> Oftentimes, if it is an issue of not, you know, being able to fill out the application online for some reason, a lot of times, if you call or contact the employer, they may very well have, you know, like a hard copy of the application that they would let you submit. Other times, you know, if you're at home filling out online applications, you know, sometimes it is easy to ask a friend or a family member if they can sit there and, you know, help you plug in the information. It kind of depends on what the difficulty is that you are having with it.

>> Thanks so much, Sarah. Okay, we do have about one minute left. So I am going to move forward to our final slide. I do want to thank Katie, Sarah, and Melanie for giving us all of this wonderful information today. JAN has a wealth of information online. So I encourage you to explore some options for job accommodations and look for advice on the JAN website, and of course, feel free to call them any time, as Melanie said. So I would like to thank all of our presenters this afternoon and also encourage you all to explore www.choosework.net to learn more about Ticket to Work or give our call center a call. Once I end the webinar this afternoon, a link will pop up on your screen, and it is a brief survey about today's webinar, and if you could take a moment to fill that out, we would appreciate it. We're always looking for feedback, as I mentioned in the beginning. If the link does not pop up, you can also fill out our survey by going online to www.choosework.net/surveys/wise, and before we hang up today, I'd like thank you all for attending today's webinar, as well. This is a great first step, and I truly hope that we were able to provide you with some helpful information this afternoon. So thank you. Stay tuned for future webinars, and go explore those resources, and have a great day.