>> Good afternoon everyone. This is Jayme Pendergraft with NDI Consulting and I would like to welcome you to today's work incentive seminar event webinar or Wise Webinar. Today we're going to learn about Ticket to Work and finding a job with a federal contractor. To access today's webinar the audio is being broadcast through your computer. Just make sure your speakers are turned on or your headphones are plugged in. You can control the audio broadcast via the audio broadcast panel. If for some reason you accidentally close the panel you can reopen it by going to the communicate menu at the top of your screen and choosing join audio broadcast. If you are unable to get sound through your computer or you prefer to listen by phone, you can call our toll-free number, which is 855-749-4750 and the access code is 662-738-146. And we'll also be chatting out that information to the audience as well in a couple of seconds. We always strive to make our webinars as accessible as possible and are certainly always looking for new ideas to help with accessibility so if you have any comments about today's webinar accessibility please feel free to let us know and we'll tell you how to do that in a few minutes. We will have real-time captioning during this webinar. To view the captioning you're going to look to the right of your screen and you'll see a media viewer panel. It should be in the lower, right corner of your webinar platform. If you'd like to make that panel larger, you can minimize your other panels like chat, Q and A, and/or the participant panel. If you'd like to access the captioning online you can visit http://www.captionedtext.com/client/event.aspx?customerID=846&eventid=2857925. And Nakia also chatted that out in the chat box if you'd like to click on it there. We will have a question and answer period during this webinar. We'll get to your questions at the end. Feel free to submit your questions through the Q and A box, which is also on that right side of your webinar console. We will be taking questions that are relevant to the largest portion of the audience and if you do not get an answer to your question today we will also tell you how to get that question answered. If you're not able to access the Q and A box you can also email your questions to webinars at choosework.net. We would also like to note that today's webinar is being recorded and will be available in an archive on www.choosework.net. Some of you may have some technical difficulties during this webinar. We certainly hope not but if you do have any issues please use the chat box to send a message to our host, Nakia. If you can't access the chat box you can also email her at nmathews, that's n-m-a-t-t-h-e-w-s@ndi-inc.o-r-g, nmatthews@ndi-inc.o-r-g and Nakia will chat that out as well. We have a great agenda for today. We're going to be learning about Section 503 of the Rehabilitation Act and what that means to Social Security/disability beneficiaries. So we'll hear from a couple of wonderful presenters who I will introduce in a couple of minutes but first I'm going to ask for some assistance from my audience and we're going to have some polling questions. This will just take a couple of minutes so bear with me as I ask some of these questions. Our first question is what is your gender? Are you male or female? So the answers are coming in fast, thank you so much. There's a lot more women in the audience this afternoon. Just taking a couple of seconds to process your answers, I appreciate it. Just a few more seconds. All right, the next question is how many others are participating in the national live webinar with you? And I'll go ahead and open this poll and then I will explain it. This just means how many people are in the room with you? Are you by yourself? Do you have 1 other person with your or do we have several, do you have several folks in your room? If you're alone your answer is A for zero. Looks like we have maybe 1 person out there with more than 5 people in the room so we're happy to hear you're having a viewing party and welcome to the webinar to everyone today. Get that one closed and we will process it. Just a few more seconds to close this one out. We're almost halfway through. Our next poll is what do you hope to learn today? Are you here to learn about Ticket To Work, work incentives for SSI, work incentives for SSDI? Do you want to learn about employment networks or vocational rehabilitation, legal protection in advocacy, or something else? And some of you may be here today to learn about finding a job with a federal contractor. So if that's the case feel free to put that in the chat or the question and A box and we're happy to hear why you're here today. So it looks like the majority of you are here to learn about Ticket To Work today so we're very glad to have you. And we have quite a few people interested in learning about the work incentives as well so we'll have some questions about those today. Our next polling question is how did you learn about today's webinar? Did you find out about it on an email, through Facebook or Twitter, a website, friend or family, a WIPA or other? And if it's other we would love to hear who you may have learned about today's webinar from if it was a specific organization feel free to put that in the Q and A box. Get that one closed and we just having 1 more polling question after this one. That one is just still processing. It does look like most of you learned about it on an email so we're glad you found us today. All right, here's our last question. What is your age? Are you 18 or younger, 19 to 25, 26 to 40, 41 to 55, 55 to 65. And thank you again for getting those responses in quickly, they are certainly coming in fast. Looks like the majority of our audience today are 41 to 55. I'll go ahead and close that portion of our poll and while that poll is processing I will introduce our first presenter. Today Pam Walker is going to join us to talk about Section 503 of the Rehabilitation Act and tell us a little bit about what that means for people who receive Social Security benefits. Pam is the president and CEO of Alliance Professional Services. They are a national employment network who have served people with disabilities since 2008. And Pam has joined us several times in the past to present on Section 503 webinars so we're very happy to have her back. And with that, Pam, I will let you take it away to tell us what Section 503 of the Rehab Act is.

>> Thank you so much for inviting me to share information about Section 503 today, Janie. I'm also sending a big welcome to all of those who decided to join and participate in today's webinar. We will be visiting the basics of Section 503 today and let's get started by looking at slide 10. The Rehabilitation Act of 1973 is often just referred to as the Rehab Act. It's been around for more than 40 years. The act prohibits discrimination by federal agencies, federal contractors, or programs that receive federal funding based on disability. It provides for employment opportunities. It offers extensive services and promotes acceptability for people with disabilities. Basically, the law provides individuals with disabilities their chance to achieve the American dream by breaking down barriers and providing equal opportunities for employment. Although there are multiple sections of the Rehab Act, today we're going to focus on Section 503. In September of 2013, the U.S. Department of Labor's Federal Contract Compliance Program published the final rule that made changes to the Rehab Act. The new rule strengthens the affirmative action provisions of the original legislation. Next slide please. On March 24th, 2014 provisions of the act, which helped contractors recruit and hire people with disabilities was strengthened. Section 503 of the Rehab Act applies to federal contractors and to federal subcontractors and requires them to take affirmative action to recruit, hire, employ, promote, and retain qualified individuals with disabilities for employment. Next [inaudible] slide please. And what is a federal contractor? A federal contractor is a person or company that contracts with the federal government and they provide services, supplies, or other work. Section 503 requirements also apply to the subcontractors who supply services, supplies, or other work for the person or the company who actually holds the contract with the federal government; those are referred to as subcontractors. Although the exact numbers are unknown, it has been estimated that there may be as many as 200,000 federal contractors throughout the country. A few of the well-known federal contractors are listed on this slide, Coca Cola, Raytheon, Apple, Home Depot, and many, many more, way too many to provide on the screen. Next slide please. So, now we know what 503 is, what were the updates? You know, what changed? The amendment to the Rehab Act established nationwide employment utilization goals of 7%. This means that the federal contractors, depending on the size of the company and the amount of their contract with the federal government, must make efforts to ensure that at least 7% of their job groups or their workforce are filled with individuals with disabilities. Federal contractors must invite job applicants to voluntarily self-identify as having a disability and the federal contractors are also required to invite current employees to voluntarily self-identify as having a disability, at least annually. This allows current employees who may not have elected to self-disclose before they were hired an opportunity to do so after they begin working. In addition, contractors must now collect data and conduct annual utilization analysis and assess whether or not their efforts, affirmative action efforts, are actually working. Next slide please. Okay, for the next phase of the presentation we're going to cover self-identification and reasonable accommodation notification. Next slide please. What is self-identification? When you apply for employment you have an option to voluntarily disclose that you are a person with a disability. When you apply for employment with a federal contractor you will be provided with a special self-identification form. A link to that form is provided at the bottom of this slide. This form, when you look at it you'll see that it's basically divided up into 3 areas and we're going to cover each of those 3 sections today. Those sections are why are you being asked to complete this form? How do I know if I have a disability? And a reasonable accommodation [inaudible]. When applying for employment with federal contractors, you will be given multiple opportunities to self-identify. First, you will be given an opportunity to self-identify before a job offer is made, usually during the application process, an opportunity after an offer is made, and then again annually if you were offered and accept employment with a federal contractor. Again, if you would like to visit the form you can use the link provided on the screen. Next slide please. The first section of the form, why am I being asked to complete this form, up at the top and the purpose of providing you with this opportunity to self-disclose is to determine how well that federal contractor is doing with their goal of recruiting, hiring, employing, promoting, and retaining qualified individuals with disabilities for employment. There is no requirement for you to voluntarily self-identify. Again, it is completely voluntary and the choice is yours. Next slide please. The second section is why am I being asked to complete this form? Whether you are applying for a job or already working for a federal contractor, again, the decision to self-identify or not is yours. And your information will be kept private and will not be used against you. If you choose not to self-identify but later choose that you want to self-identify you will not be punished or reprimanded for not self-identifying or self-disclosing earlier. If you choose to self-identify the information will only be used by the hiring side of the company such as the federal contractor's human resource department. The information would not be available to those outside of that area such as your immediate supervisor or coworkers. Next slide please. How do I know if I have a disability? This is the second part of the form. The voluntary self-identification form explains that you were considered to have a disability if you have a physical or mental impairment or a medical condition that substantially limits major life activity or if you have a history or record of such impairment or medical condition. There are some examples of types of disabilities such as blindness, deafness, cancer, diabetes, epilepsy and many more on the list. However, even though there is a list of conditions you are not asked to identify the type of disability if you choose to self-identify. Next slide please. The third section of the self-identification form is a reasonable accommodation noted. So what is reasonable accommodation? In terms of employment a reasonable accommodation is any modification or adjustment to an application, a job, or work environment that enables a qualified applicant or employee with a disability to participate in either the application process or to perform the essential job functions that they have been assigned. Federal law requires employers to provide a reasonable accommodation to qualified individuals with disabilities unless it creates an undue hardship on the employer. The reasonable accommodations included in the voluntary self-identification of disability form explains that federal law requires employers to provide this reasonable accommodation to qualified individuals and it offers an opportunity for individuals to let the potential employer know if an accommodation is needed to apply or perform the duties for which you are applying; however, the reasonable accommodation noted on the self-identification form does not provide information on who to contact or how to make that accommodation request. Next slide please. So, if you need a reasonable accommodation to apply for a job or to perform your job, contact the company and ask to speak with the employer's affirmative action compliance officer. Sometimes you can find that information on the employer's website. Some examples of reasonable accommodation that might be requested would be making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, specialized equipment, all of those types of things fall under reasonable accommodations. Next slide please. So what does Section 503 mean to people who receive Social Security benefits? It means opportunities, that's the best word for it. Next slide please. Social Security disability benefits can be paid under 2 different disability programs but the financial eligibility requirements for the programs are different. The first program is SSDI or Social Security Disability Insurance. The SSDI programs offer cash benefits for disabled individuals who have accumulated sufficient number of work credits to qualify for the SSDI program. [inaudible] The second form of disability benefits that can be paid is called Supplemental Security Income and you'll hear that referred to as SSI. Supplemental Security Income is a program that is strictly a needs based program and it's based according to the income and assets and it's funded by the general, general fund taxes. SSI is sometimes called a means tested program meaning it has nothing to do with your work history but strictly with financial needs. Next slide please. Some individuals may be receiving both SSI and SSDI, SSDI and SSI based on the amount of their SSDI checks. If the SSDI check that they received is lower than people receive on SSI then those beneficiaries will receive their SSDI check and then they'll receive an SSI check to bring them up so that they're receiving at least the amount that SSI recipients would receive. Next slide please. So what do the changes to Section 503 mean? Section 503 makes job opportunities available to qualified people with disabilities including those who receive Social Security Disability benefits. Employers are out there, there are a lot of them and many of them are trying really, really hard to recruit people with disabilities that they can place in qualified positions and there are a lot of people who are receiving disability benefits that would really like to try to go back and make an attempt at work or at a career. Under the Ticket To Work program we can help beneficiaries connect with jobs and many of those are with companies who do business with the federal government. Next slide please. Those referrals and jobs can be made through something called the Ticket To Work program. The Ticket To Work program is a voluntary program for individuals who are currently receiving monthly disability benefits from Social Security and who are between the ages of 18 and 64. Services provided under the program are free to those who choose to participate in the program. Now, some people may already be working but they may not be working at a level that's going to provide a significant livelihood and earnings for them, you know, to maintain their household. So even for people that are working, as long as they're still receiving benefits they would qualify under the Ticket To Work program if they're between the ages of 18 and 64. People who are, would like to go to work and would like to try to work their way off of disability benefits that are between the ages of 18 and 64 are also eligible and employment networks and vocational rehabilitation providers can provide services under the Ticket To Work program and those are all types of services depending on what a person's needs are. Everyone is looked on at an individual basis so that with the Ticket To Work program the providers can determine what the needs are, you know, are there transportation issues? Do you need a resume? Do you need help preparing for interviews? Do you need a direct referral for a job or do you need to learn how to, how to and where to look for jobs, for instance with federal contractors? Are you interested in job fairs? I mean, the list is way too long for us to discuss all of the services that can be provided but the only way to know if an employment network or vocational rehabilitation provider can help you is to reach out, contact them, let them see what your needs are and determine what assistance is available for you. Next slide please. Again, businesses that work with the federal government and want to hire people with disabilities. We have companies that reach out all over the country to different employment network providers to vocational rehabilitation offices trying to recruit people to apply. They are really trying to hit that 7% goal that I mentioned earlier in the presentation and the only way they can do that is to reach out to companies that have access to let people with disabilities know that employment is available. So the businesses that do work with the federal government, they're hiring for a variety of jobs and it doesn't matter about your experience or your educational level, there's all kinds of jobs out there. if you need additional education to get a job that's a higher paying job or you have a career interest that you want to pursue, an employment network, or a vocational rehabilitation agency can help you determine what type of education may be available for you and maybe come up with some ideas to help you pay for that education level to get you a better job with one of these government contractors. Also, there are a lot of federal contractors that offer flexible options about how and where to work. We help fill positions for people who want to work at home and also for people who want to work outside of the home. So if you don't have transportation but you feel like, you know, working from home may be an option then contact an employment network or VR and see if they can assist you with that. What we're trying to do under this program is to develop a pool of qualified applicants and help them get placed with federal contractors under Section 503. So I think I've covered that very quickly but at this time I'm going to turn it back over to Janie so that we can discuss the next session. Jayme?

>> Thank you so much Pam and you did a great job but we'll have some questions for you towards the end of our presentation so thank you. That was some wonderful information. I'd now like to introduce our next speaker, her name is Sheridan Walker and she has more than 20 years of clinical background experience and more than 12 years of experience in the staffing industry. She has a broad wealth of expertise in working with people with disabilities, veterans and the aging population and Sheridan is with FMG and Higher Potential and she's going to talk with us about virtual job fairs. Sheridan?

>> Great. I hope everybody can hear me okay. Thank you so much for the introduction. I'm going to talk to you today as I have my recruiter's hat on. I have been a recruiter in finding qualified candidates with disabilities since 1997 in IT professional world and since then, in 99, have been staffing across the country in a variety of different positions. So today I'm going to talk to you a little bit about how to be successful in a virtual job fair. Many of you may not have ever participated in one of those so I hope to clarify what this is and give you some tips so that you can be successful. So, right out of the gate, what's really important about virtual job fares is that we don't have to leave our house. Isn't that awesome? I love it. It's easy, you can get to know different companies, practice your interview skills, do some research about the companies and find out what are they looking for and what their culture is, all sitting behind your computer. So what is a virtual job fair? Well, it basically is an online event. So if you think about your typical job fair when you go out to a location and there's several different companies there and you go booth to booth, it's the same thing except this is virtual. So there's going to be booths that you will come in and out of and doing chats with different employers. So instead of meeting them face to face it's all on your screen and going into booths just as you would if you were onsite at a job fair. Employers and job seekers, it's really a meet and greet using chat rooms and teleconferencing for webcasts and webinars, that kind of thing. Anything online is what I kind of call virtual, virtual job fair. So what's important is, you know, having your resume ready. Now, the other thing I'm going to talk to you about is I'm going to give you some tips and I want you to really be prepared when you start and get involved or if you choose to get involved in the virtual job fair because you're going to have be prepared and there's going to be some legwork to do upfront so that you come ahead of the class of the others that are interviewing. So make sure that you are looking at your resume, you know what you want to do, be prepared and have those ready to upload if you're asked to send one to them. Companies that do business with the federal government often do virtual job fairs because they're cost effective. It gives them a chance to find out who's out there and for a lot of government contractors they haven't done a very aggressive job in recruiting people with disabilities and now they're, you know, being measured as you heard from Pam today that they're being measured and looked at as a benchmark of 7% of their company as a whole if they have 100 employees or less has to hopefully get to the 7%. Those companies that are a lot larger, over 100 people in their company, each job group has to have 7% of the disability. And, again, it's a benchmark. So you have to know that a lot of companies aren't very educated and they don't really know about the disability population and for the first time you guys are empowered by our measurement, which really makes a difference. It's the stick and what has constantly happened over time, it's the skill, it's not really the skills and abilities of people with disabilities, it's more or less the, you know, attitude barriers and the un-education of companies. Now it's time for all of us to come together and make this happen to help companies and you be successful and the first step is a virtual job fair. So, let's talk a little bit about tip 1. First, do your homework. So, when you start getting the information hopefully you'll get a list of the companies that are going to participate and when you get that start finding out about this company. Who are they, you know, what's their culture, you know, what's their diversity initiative, what kind of jobs do they have? Can you see yourself fitting into that model? So do research, find out about that company and be ready when you're looking and going to participate in maybe one of these booths at the virtual job fair. Also, what's really critical is make sure you have really good, strong Internet connection. The worst thing that can happen is you're in the middle of talking to an employer and you drop. Obviously, that's going to be frustrating for you and them. Make sure your battery is, you know, your computer is plugged in, you've got good batter. I always suggest plugging in your computer no matter what because batteries aren't so reliable. So make sure from a technical aspect that everything is ready to go. It's a little delayed on this, sorry guys. Make sure your paperwork's ready. Now, you know, I don't' know if this can be feasible. It does work at times but if you do your homework at, you know, upfront, the first tip, you're going to know the companies you want to talk to. You're already going to look at some jobs. So the thing that recruiters look at is if you just cut and paste your resume and you send it out there to a variety of different companies but you don't make it specific to that company and what they're looking for and your skills and abilities of what you have to offer them, you're going to get lost. You will never come up. Because recruiters look at the skills and abilities that they're looking for, so what we call the essential functions of the jobs, the must haves. So you need to take your resume, look at the jobs you want and put those works into your resume if you have those skills and abilities because eventually you're going to have to submit these resumes online and that's how recruiters look at resumes. The do a text-based search on the must haves of the position and resumes pop up and then they review them and go from there. So make sure if you have your resumes ready and if you've done your homework, you know, have your resume fit what they're looking for for that organization and that job. Have your references ready, anything. If you've never worked that's okay but you've been a student or you've done some volunteer work, whatever it is that you were accountable in doing something, see if those folks will be able to be a reference for you, write you a letter. All these things are very important to have the company kind of get to know who you are, how dedicated you are, what type of work ethic, what kind of personality do you have, very, very important. So be prepared to upload your resume as well during this virtual job fair. Also, stay professional, you know? Make sure that you want to address people by Mr. and Ms., be polite. Now, some of younger generation, you know, I'm a baby boomer, I wouldn't say l-o-l or o-m-g but our younger population on this call you might because this is the way it's kind of natural to talk this way but you want to make sure that you don't want to use emoticons or, you know, l-o-l or o-m-g when you're texting. Make sure that you are talking to people professionally. Grammar and spelling is really important. That's part of what they're looking at, to be honest with you. Make sure you have some notes ahead of time. The thing that's so important is I want to remind you that you know, yes, you want to get an opportunity with this company but let me tell you, is the company going to value you? You have to interview that company. Are they the right fit rule out your? You're interviewing and talking to each other on this. Do they have the right culture? Are they a company that you want to work for? So turn it around. You know you want to be successful and you want a company that gets you, right? And gets your passions, what you want to do, and how you feel. A lot of people are going to companies now by what they're doing regarding being green and being community oriented and all those, you know, social type stuff. So, depending on what is important to you, you ask that company and see if they have that type of culture that you want to work for. Be patient. There is some times response might be slow because there might a lot of people in the booth with you. So take your time, ask your questions, wait a little bit and then when you do get that information from the employer then respond. But sometimes people get inpatient because there are so many people in the booth and, again, for those of you who've never participated in this you wouldn't understand that and those that have, you get what I'm saying. Stay organized. Make sure you're taking notes by what the company is saying. Make sure you really know what your interests are. I think the most frustrating thing with me, with my recruiter hat, is I would have people come in and say can you get me a job? And the thing that really is not cool to do is ask an employer can you get me a job or a recruiter. The thing is to say here are my skills and abilities. I looked at your company, I liked this, that and the other. I saw this job, I'd be perfect at it because these are the skills that I demonstrate and it seems that this is the must haves for this job; I would be a great fit. So you see, you're selling you and it's all about you and why they should be talking to you. It's not about what you can do for me, it's about what you can do for them and if you can remember that you'll be very, very successful. Be sure that you write down any contact information. Keep track of what's happening and follow up such as applying for a job. Now, most companies, a lot of federal contractors and really most, most mid-size to large companies, even some profitable small companies, they will use what's called an applicant tracking system. They will tell you to go to their website to apply online and that's the only way they will accept resumes. Now, if some of you need an accommodation there should be a statement on their webpage stating what to do and what phone number to call to get assistance. So with that, and after you've participated on this virtual job fair, make sure that you're sending a thank you note. It's always nice and I know it says email. Yes, email them but the thing that's even better to do is the personal touch, writing a card with handwritten note saying thank you, I really enjoyed our communication today at the virtual job fair. I'm looking forward to knowing more about your company and how I might be a good fit. We don't write personal notes anymore. Those things stand out and that's what's important. How are you going to stand out by the others? My slides are not going. There we go. Tip 5, be realistic, okay? Don't expect that you're going to get an interview right away. This is really getting to know each other. You're getting to know the company, the company is getting to know you. It's your first step forward and it's important that you don't have this expectation stating oh, I talked to ABC Company, she spent, you know, 10 minutes with me, she's going to give me a job. That's not the expectation of a virtual job fair, okay? It's really to gather resumes to find out who's out there what skills and abilities you have and those that participated and maybe how they, you match some of their jobs. So companies have several jobs, right? And when they get all these resumes they might not know all of the different jobs they have open because they're only a recruiter for a certain area or maybe they're a recruiter that's driving outreach for their recruiting sources, one being virtual job fairs. And so they may not know all of the information and jobs that they have out there. They're also looking at your personality and your grammar and spelling. You know, do you have an attitude that's positive? Do you write well? What's your ethics in work? They're going to take all that in. They'll take the resumes and then when they say can you apply on line your resume will pop up so that the recruiters can see it. They will give information back to those recruiters in that area saying hey, I met Sheridan Walker. She's got these skills and you might be interested. I know you recruit in this area. Okay, so I hope that makes sense that this is one of your first foot forward and to gather some of those information and resumes internally for those companies as well as you finding out about the company and making sure you are a good fit for them and they're a good fit for you, okay? So with that, Jayme, I'll take it back to you.

>> Thank you so much Sheridan. And that was some wonderful information about how to participate in a virtual job fair and I know our audience is quite appreciative. At this point I would like to remind folks that you can ask your questions in the right hand side in your webinar console using the Q and A box and we will get to those in a few minutes. We have quite a few questions from the group out there today so we'll be happy to take them in just a couple of seconds. I'm going to talk a little bit about some additional resources and upcoming events. Social Security is going to be hosting a virtual job fair, that's why we have Sheridan and Pam on today to talk about section 503 and how to participate in a virtual job fair. Social Security's virtual job fair will be on March 16th from 1 to 5 p.m. Eastern and as I mentioned, this event is sponsored by Social Security and it will connect you with companies that work for the federal government, those companies that Pam mentioned in the beginning that are federal contractors. For this upcoming virtual job fair, we will have employers that have openings in 1 or more of the following locations. This time around our employers will be in New Jersey, New York, Pennsylvania, Washington D.C., Delaware, Maryland, Virginia, West Virginia, and Puerto Rico. Continuing to talk about the upcoming Social Security virtual job fair, this will provide you an opportunity to talk with job recruiters. We'll have online chat forums and you'll also be able to talk to recruiters through 1-on-1 messages. In addition to talking with the employers directly, we will have some virtual resource booths. If you have any questions about job accommodations, those reasonable accommodations that Pam talked about in the beginning. If you'd like to talk about Social security work incentives, we'll have some staff in there as well to talk about any questions you may have about your benefits. In addition to that staff we'll also have a representative available to talk about any legal issues that you may want to discuss that there are some legal issues that can create barriers to work for people with disabilities so we'll be able to answer some questions about those as well. This job fair is open to current Ticket To Work participants. To know if you're a current Ticket To Work participant, this means that you're using your ticket to receive services from an employment network or a state VR agency, that's vocational rehabilitation. So if you're using your ticket and you're ready to work, you should register for the fair. To register you should contact your EN or your state VR agency to find out how to register or if you have any questions about the event. So, again, if your ticket is in use by an EN or a VR agency, that's how you'll be able to register for that virtual job fair. If your ticket is not assigned you can log on to our find help tool to try and find an employment network or state vocational rehabilitation agency in your area and talk with them about the possibility of assigning your ticket in order to enroll in the virtual job fair. To find a service provider you would visit www.choosework.net/findhelp and search for a service provider in your area. You can search by your zip code, the services, the service provider offers, your disability type, the language you might speak, and the provider type. There are several provider types listed in the find help tool. We did talk about that we may not be able to get to everyone's questions today and if we are unable to get to your question or you have a very specific question, you can call the Ticket To Work help line at 1-866-968-7842 for voice or 1-866-833-2967 for TTY. You can also visit us online at www.socialsecurity.gov/work. We're also on social media. We have a couple of platforms that we use. You can connect with us on Facebook at www.facebook.com/choosework. You can follow us on Twitter at www.twitter.com/chooseworkssa, or you can watch us on YouTube at www.youtube.com/choosework. You can also follow us on LinkedIn if you're a part of the LinkedIn community and that is at www.linkedin.com/company/ticket-to-work. And all of these social media pages and the website are a great way to find out about upcoming events or to get answers to some benefits questions you may have. At this point I do want to remind everyone again that if you'd like to ask a question you can use that Q and A panel on your webinar console, just click the arrow next to it and it should extend and you'll be able to type a question in the Q and A box. If you're not able to access the webinar console for some reason, you can send an email to webinars@choosework.net and those will get to me as well. So to start off, Pam, I'm going to ask you a couple of questions. We do have several about reasonable accommodation. And we have someone who wants to know who can help us understand if an accommodation is reasonable? How do we figure that out?

>> Well, it really depends on what the accommodation is. If you, for instance, if you know what accommodation you need and you are applying with a federal contractor then you could contact their office directly, find out who their disability director is and, you know, talk to them about the accommodation that you think you need. For instance, if it's to apply for a position, and if you have access, if you're participating in the Ticket To Work program you can always discuss it with your employment network provider or your vocational rehabilitation provider and they can help you not only determine, you know, what accommodation you need but also some resources that could help you or that could help the employer put those accommodations in place. But, you know, unless an accommodation is really going to cause the employer, you know, financially a huge amount or something like that it, generally the accommodations are going to be met. So, but it does have to be viewed on an individual basis so, again, use some of the resources that are available to you such as the diversity director at the employer if it deals with job applications or an employment network or vocational rehabilitation specialist.

>> Jayme, this is Sheridan, can I throw something in there too?

>> [inaudible] Definitely.

>> As an employer, as a recruiter, it's really, really imperative that you know your accommodation. If, for an example, you have a visual issue and let's say your sight impaired, you're not fully blind but you're sight impaired and you use magnification software, make sure you know that software and you know how to use it on a daily basis. I can't tell you how many times I would interview people and they didn't know their accommodation and they didn't even have a lot of training on their accommodation. So, to me that means you're not work ready. You really have to know what you need, be very specific. The employer is going to expect that you know exactly what you need and, or what type, you might use a certain product. Let's say it's magnification and maybe you use Zoom Text but in their organization they procured Magic, for an example. Just make sure that you really know because an employer will follow your lead and when they do an accommodation they'll do what's called the interactive process, which means you are very involved in that and they will ask you every step of the way how can we help you, what is it you need, and then they have certain people within the organization that will help follow up and make sure that whatever that you need is the essential function, you know, for you and their technology and they'll, for the most part, like Pam said, the will get it for you. A small mom and pop type of organization is going to struggle with costly accommodations. Midsize to large companies, it's going to be hard to prove undue hardship. It's not my decision or your decision to know what a company is going to do but for the most part they're going to really want to t work with you and they will start with what's called the interactive process.

>> Thank you so much Sheridan and Pam. And that does lead to my next question and that, we have somebody out there who needs a sign language interpreter and they're wondering who would pay for that.

>> Go ahead Pam and then I'll follow your lead. You go first and then I'll follow, we'll be a team.

>> Again, it would depend on the specific situation, you know, is that person going in for an interview and needs an interpreter, or they, have they been offered a job and now, you know, they need to find an interpreter. So really a 1-on-1 conversation with somebody that can look at the situation, determine the needs, and there are some resources available even if a mom and pop organization can't afford to pay for an accommodation. There may be other resources that can help either pay or offset, you know, the cost.

>> Mmhmm.

>> So it's really hard to answer that question without knowing the, you know, all the details but you can contact, again, somebody that can sit down and discuss and look at the options with your before you make that request would be my recommendation. That way you have a better understanding of what you need and what the alternatives are, so.

>> Mmhmm. Yeah, I agree. I would say if you're working with voc rehab or an EN they can definitely assist you. If you're not doing that and you're not in those programs it's important to, again, if you have an interpreter that you work really well with, let the employer know and give them their information and a lot of times employers don't really know where to go so, or they wing it or they, they might have a contract with some folks. But, if you already know that information let them have it so it's a lot easier to get you accommodated. There's also video conferencing that some companies are going to be using for interviews. That could be what I call johnny on-the-spot interpreter and, again, the cost is the cost sometimes the company will do that if they're in that interviewing process with you. They may already have that set up but, again, for cost perspectives, work closely with your voc rehab and ENs to really assist you with your accommodations no matter what it might be.

>> Thank you both so much and I'll just add that there is a resource available online that provides a wealth of information about job accommodation and their website is www.askjan.org, that's a-s-k-j-a-n.org and that's the Job Accommodations Network and that's a really great place to start looking for information on types of accommodations that's out there and they have a wonderful FAQ page as well. So, certainly take a look at that website if you have any further questions about job accommodations. Pam, we have another question for you about the 7% goal you mentioned. Can you review what that goal is and also let us know if it applies to companies with less than 5 employees?

>> It, I don't have the exact information in front of me but it does not apply, I'm pretty sure, to companies with 5 people or less. I think it's companies with 100 people or more and then there is also a dollar figure with that. I can look that up for sure and provide it to you so you all can post it with the information from today's call.

>> Yeah, it's based on revenue, I believe. Companies that get a certain amount of dollars-

>> Right.

>> from the federal government, I think it's 25,000 and then companies that have under 100 is 7% of the whole company, companies over 100 plus is 7% of each job group within that organization, that company.

>> Okay, thank you both again. Let me take a look. So, Pam, I have another question for you. Sheridan we'll get to you again soon, I promise. Pam, I believe you mentioned that you do not have to self-identify your specific disability. We have someone out there with a friend who has a mental illness and does not want to self-identify because of the stigma that surrounds mental illness.

>> There is no requirement for self-identification period. All right? However, if someone does choose to self-identify during the process there will be this list. You do not have to select one, okay, for federal contractors. For federal agencies it's just a little bit different so I want to make sure that you're talking about federal contractors and not federal agencies. But for federal contractors it's just a list to help a person determine whether or not they have a disability, whether that be physical or mental, but you do not have to make a selection to identify which category it is. But the only option you have on the self-identification form would be yes I have a disability, no I do not have a disability, or the third response is I don't wish to answer. So, it's my opinion that if you ever mark number 3, I do not wish to answer, you pretty much just self-identified because if you didn't have a disability you'd be marking no, I don't have a disability, so. But, other, you know, you don't have to disclose what it is for federal contractor.

>> All right, thank you Pam. Sheridan, I'll ask you the next question. How do I find out if a company is a federal contractor and how do I find a list of federal contractors in my area?

>> Good question. You can always go to what's called the Independent Liaison Group, it's a group in contractors. They're in every state, every local area, just type in industry liaison group for your state. You should be able to get a list of companies in that area. You can also call that number to ask and those are folks that actually are government contractors that meet sometimes monthly or on a quarterly basis regarding the regulations and best practice and all that stuff. So that would be one place to definitely go and the easiest place, I would think, to go for what you're trying to accomplish.

>> And what type of jobs do federal contractors have?

>> Every single type of job you can imagine. Ninety-eight percent really of almost all companies have some sort of a federal contract.

>> Great, thank you. So your training level may not matter then for this type of job fair?

>> No, but I would say again, you have to look at the companies, look at the jobs that they're looking for, and do you have the skills that they're looking for?

>> Great, thank you Sheridan. Let's see, I'm just scrolling through some of these questions. Pam, what if I've lost the Ticket To Work letter that came to me in the mail? Do I need that Ticket To Work?

>> No, you do not. You do not need a paper ticket anymore. If you want to find an employment network, provider, or vocational rehabilitation provider that participates in Ticket To Work you can go to the Choose Work website or there is also a toll-free number that you can call and they will send you a list of employment networks that can help you. And we'll have to look that number up, Jayme, unless you have the Beneficiary Call Center number.

>> Yes, it's actually on everyone's screen right now. The Ticket To Work help line is 1-866-968-7842 for voice or 1-866-833-2967 for TTY. And Nakia also chatted that out to everyone.

>> Great.

>> And Pam, you've mentioned that you're with an employment network a couple of times. Could you tell us what that is exactly?

>> An employment network is an organization that is under contract with Social Security to provide employment-related services to people who are currently receiving disability benefits but want to try to work towards coming off of those benefits. It is the Ticket To Work Self Sufficiency program so the goal is to help people find work that they can do comfortably that's going to provide more income than what they're receiving on that monthly disability check. The services, as I mentioned, are, you know, enormous and everyone is visited with on a 1-on-1 basis to determine what services a person needs, goals are set and then a plan is laid out on how to reach that ultimate goal. It may start out with somebody working part time and then moving into full-time work or into a higher paid position, you know, again with the goal of eventually coming off of disability benefits with a bunch of protections under the program. So the employment network in vocational rehabilitation determine what a person's needs are, help them set goals, and then provide services to help them achieve that goal.

>> Great, thank you so much, Pam. We do have quite a few questions about the upcoming Social Security virtual job fair so I am actually going to move back a couple of slides to review that information one more time and hopefully answer some of these questions. As I mentioned, the Social Security Administration will be hosting a virtual job fair on March 16th. It will be from 1 to 5 p.m. The employers will have job openings in the following states, these are New York, New Jersey, Pennsylvania, Washington D.C. Delaware, Maryland, Virginia, West Virginia, and Puerto Rico and we do have several questions out there about, from people whose state is not listed on this list and we will have future virtual job fairs, just stay tuned to our website and chat with your employment network or VR agency about upcoming events in the future. Certainly, just keep an eye out for those in the future where we will cover other states. So, again, during the virtual job fair you will be able to talk to job recruiters. We will have online forums and 1-on-1 messages and in addition to being able to talk about, talk to employers, you will be able to ask your questions about job accommodations, social security work incentives and any legal issues that you might be curious about in this area. Again, this job fair is available for current Ticket To Work participants and that means that you have assigned your ticket to an employment network or state VR agency and, of course, for the job fair if you're ready to work you should certainly sign up. And, again, contact your EN or your state VR agency if that's where you've assigned your ticket with any questions you may have about the virtual job fair. So I do hope that clears some of that up and, like I said, stay tuned for events in the future that will cover your area of the country if we have not been able to get you this time around. If you are in any of those states and you're not sure if your ticket is assigned or if you'd like to talk to an employment network or your state VR provider about the job fair, you can find them using the Choose Work Find Help tool, which is online at www.choosework,net/findhelp. And that's where you would find an employment network like Pam or any, your local VR agency or your WIPA, which is your Work Incentives Planning and Assistance project, which will help answer any questions about benefits you may have or your PABSS agency, which is Protection and Advocacy for Beneficiaries of Social Security and those are the folks who are going to answer any legal questions that you may have about work. So I'm hoping that that clears some of it up. Feel free to use that Q and A box if there are additional questions out there about the virtual jobs fair and now we'll switch gears a little bit and I will find some more questions for our presenters. Sheridan, we have a couple of people out there who have not worked recently due to their disability or perhaps not due to their disability. How should people explain those gaps in their resume?

>> Ahh, good question. I've trained companies on this questions, recruiters specifically, because they do always ask, tell me a little bit about what happened, you know, you have a gap in your job and you're sitting there going oh gosh, what do I tell them, right? And you know, I would, you know, it's where your comfort level is and this is how I feel about recruiting and hiring and companies and disability and should I disclose or not should I disclose. Here's what I believe. Don't you want to work for a company who gets it? That values all people and specifically people with disabilities? That's what this is all about. So if we feel afraid not to disclose, at some point you're going to have to disclose if you need an accommodation or let's say you had a medical issue and your productivity goes down, you're going to have to disclose at some point. When it relates to your resume and you have a gap of employment, it's really your call. You can say whatever you feel most comfortable. Maybe you were out because you had a medical procedure. Maybe you were out for, I don't know, needed some rehabilitation or what have you. You know, I think it's really up to you how you want to state that. If you're not feeling comfortable it's going to, you know, and you don't want to disclose, you do not have to. So make something up, you know? Oh, I was taking care of a friend. I took some time off. I went back to school, I got a certificate, whatever you were doing besides maybe dealing with your medical issue or what have you, let them know that because the reason why recruiters ask that is because there are some things that are just aren't on a resume. And if you went, you know, decided to get your master's let's say, or you went to go in to get you're A+ certification in PC technology, it may not be on your resume so they want to know, well, what do you do during your spare time? If you went and volunteered somewhere, those are skills still, even though you're not paid for it, but it tells them who you are and you can gain skills and they also are looking at what type of work ethic do you have. So, sometimes, you know, it's not to try to disclose anything in the gap but sometimes we know as recruiters that are things missing that could be really important to know as it relates to the position we're interviewing for. So I hope that helps you, it's really up to you to decide what you want to say when that question is asked. Be prepared.

>> Great, thank you so much, Sheridan. We also have some people out there who may have done some volunteer work during that gap in their employment. Should they mention that to a potential employer?

>> Absolutely. Let them know what you did, what your role was. Volunteer work is work, it's skills and abilities that you have done, that you have put forth and those things are very, very important.

>> Great, thank you. And we did have a question come in that somebody might be willing to move if they want to work for one of the employers in our upcoming virtual job fair and yes, you can certainly participate in the virtual job fair if you are willing to move. Just, again, contact an EN or your state VR agency to find out how to participate. I am reading through a few more questions. Let's see and, just a reminder, if you'd like to submit a question, the Q and A box is on the right hand side of your webinar console and just click the error next to it, a drop box will come down and we'll see your question. Pam, I mentioned a few other types of service providers, could you walk us through real quickly what a WIPA is and what a PABSS agency is?

>> Well, the WIPA agencies are groups that can look at all of the benefits and work incentives that a person is maybe eligible for and how going to work would impact those services and work incentives and, for instance, if someone is receiving SSI benefits, when they go to work the amount of their monthly check will be reduced based on their earnings, okay? So the WIPA could look at that and say well, if you've got to work making x number of dollars this is how your check will be impacted. This will be how your medical related protections, you know, will be impacted. So they can look at everything that you have available as a beneficiary and tell you how, you know, how everything works and how it would be impacted if you went to work. The PABSS is a group that can provide limited legal assistance if a beneficiary has something going on that is impacting their ability to work. But they can't handle like wills or bankruptcies or anything like that. It's strictly limited to legal work that's related to employment or not being able to become employed due to some legal fact.

>> Thank you Pam. Sheridan, I'm going to start this question with you and then see if Pam wants to add anything in. We have some people out there who were trained and working in a specific field. I'll give the example of nursing and then they did become disabled and are now no longer able to work in their field. Is there any training available out there or do you have any tips for someone who may have had to change their field of work?

>> Yes, and I would say you being a nurse, just the nursing piece, oh my gosh, there's lots of things you can do. You know, now they have help desks for case management. They've got, you know, ask a nurse, all these or you can work from home. You have that nursing background and that education. Oh my gosh, there's lots of things you can do in the nursing area. There's a huge shortage and I would just look into telecommuting nursing jobs and I'm sure a plethora of different jobs will pop up for you. There were some other questions I noticed too that, if you were working in one job and got injured or whatever and you're trying to think of going into another position or other things that you want to do, a lot of, you know, there's lots of resources out there for you if you're working with someone to assist you, there's lots of tests to find out where your interests lie or you might already know where your interests lie and I would say start getting educated in that area or you can also volunteer to see if that's really the area you want to get into, you know. For an example, you want to get into IT maybe you can volunteer doing some work or an internship, you know, or even what I call mentoring. I don't know if any of you participate in the National Disability Mentoring Day in October but there are a lot of companies that open their doors to have you come in and get to know the company and their culture and what they do and what type of people they're looking for. So I would highly recommend you get involved in that as well if you're trying to figure out what is it that you want to do next in life. But if you had a career, like I stated earlier about nursing, some of those careers and that knowledge that you have really can translate into other opportunities. Don't give up, there's lots of things out there. So, just look at, for an example, another thing I'm thinking of is if you're in construction, right? Now you can't do construction anymore. Well, you can teach, you can start being a teacher, you can start helping people understand certain roles of that job, et cetera. So open your mind to some things that you already have because you have this knowledge and maybe you can do something with that knowledge in another area. I hope that's helpful.

>> It's very helpful, thank you Sheridan. Pam, did you want to add anything to that answer?

>> Yeah, I'll add just a little bit. Everyone has transferrable skills.

>> Mmhmm.

>> And there's a lot of opportunities for online assessments. My favorite is called Onet Online and it's www.onetonline.org. And from there you can put in the position that you held previously and it will list every possible duty that, you know, or task that you performed while you were in that job and then you can look for other options and jobs that are of interest to you and you can pull those up and see which transferrable skills cross over and that's very helpful when you're looking for a new career. And if you have something that you've just always wanted to do and, you know, look to see if you have the skills to do that job or what it would take to do that job. If you're going to start a new career, you might as well look for one that you're going to enjoy or at least it's an environment that's enjoyable for you because it will make the return to work much, much easier.

>> Thank you both. I do have another question for both of you and Sheridan, I'll start with you again. I think you'll have 2 different answers to this question. We have someone who really needs help on their resume. Who can she contact or what website can she go to for help writing her resume?

>> I was muted, sorry. Yes, the resume. Well, I think if you're working with someone, like I said earlier, your voc rehab, EN, job placement person, whoever you're working with, definitely sit and work with them. Regarding resumes, it's not really about a 1 page, by the way. You can have 2 pages. There's no limits but what's important is documenting the skills and being very concise on the resume. So, you want to look at that. Some of the places you can go to salary.com, they talk a lot about a lot of different things. They have a whole list there about how to write a resume. A lot of the staffing companies, 1 of the largest staffing companies is called Allegis and they've got a lot of resources on there. There's another couple job boards for people with disabilities, gettinghired.com and the TAP Program, they, and also Job Abilities. They have a bunch of information on how to write a successful resume. So hopefully some of those things are what you can use and take a look. You can also do a search, you know, all of this information is a click of a button on Google, you know. Search, you know, best resumes. Maybe you're going into a specific area and you want to be a programmer. Put, you know, resume for programmer and you'll get a bunch of information of what those look like as well.

>> And Pam, Sheridan mentioned that an EN can help with resumes writing. What are some of the other services in that type of area that employment networks can help with?

>> Well, the nice thing about employment networks is that they're going to work with individuals 1-on-1. There are so many different types of resumes and the type of resume that's best for a person to use is based on their education, their skill set and even where they're applying. For instance, a resume that you would use for a virtual job fair with federal contractor even is very different than a resume that you would use to apply for a job with a federal agency. Some resumes, you know, you do want to be limited. You don't want it to be, you know, 5 or 10 pages, but, you know, there is sometimes when a longer resume is best for that particular situation. So even though there is just a ton of online information the employment network or vocational rehabilitation providers will sit down 1-on-1 and help develop that resume based on that individual's needs and where they're applying. So it's really a nice service to have that, you know, 1-on-1.

>> Great, thank you both again. We have a couple of questions out there from a few different people wondering what they should do if they feel like they have been denied a follow-up interview because they have disclosed their disability. And [inaudible].

>> So what's the question? What do you want me to answer?

>> What should someone do if they-

>> Oh.

>> they've had their initial and actually self-disclosed, they self-identified as having a disability and they feel that they have been denied a follow-up interview because they have told this employer that they have a disability.

>> Well, you have to make sure you have proof of why that is. I think that's really important. And you can always go down if you feel strongly about it and you have some strong evidence and you feel this is something you want to do something about you can go down to your local EEOC, Equal Opportunity Commissions Office and report discrimination and then they'll do the investigation. They'll sit with you, they'll do the investigation and it will go from there.

>> Thank you, Sheridan. Pam, did you want to add anything?

>> The EEOC Office is a great resource for situations like that.

>> Great, thank you both again. Let's see, just looking through for some additional questions. So we do still have some questions coming in about that virtual job fair so I will cover that 1 more time. The Social Security Administration's virtual job fair will be on March 16th from 1 to 5 p.m. Eastern and the employers will have jobs in the following states: New Jersey, New York, Pennsylvania, Washington D.C., Delaware, Maryland, Virginia, West Virginia, and Puerto Rico. I know we have people attending today from all over the country and just keep an eye on our website, www.ssa.gov/work for information on upcoming job fairs that may be in your region. Let's take a look. So, how should someone get started, Pam, if they want to explore going to work using their Ticket To Work?

>> The best place is to start is to either go online to the Choose Work site or contact the Beneficiary Call Center and get a list of employment networks that serve their area and I see that screen is back up there and it's important to know on the front end kind of what your goal is, what type of job you would want to be looking for, look at any hurdles that you might think would prevent you from working, and, you know, that way you can discuss those issues with the employment network or the VR, vocational rehabilitation, agencies that you contact and you want to contact several to see what services they provide and how they can explain how they can help you and then determine which one is a good fit for you because you can only have your Ticket assigned to 1 employment network at a time and so you want to make the best decision you can in finding somebody that you feel like can provide all the services that you're going to need and offer some options and ways to overcome those perceived hurdles.

>> Great, thank you so much. And we actually have a couple of questions about whether you have to use your Ticket To Work to be eligible for a Section 503 position.

>> You do not have to use your ticket to be eligible for a 503 position or to apply for a 503 position but usually the employment network or vocational rehabilitation can help you prepare and sometimes can even make direct referrals for those jobs so it's just having someone in your corner is just another, you know, tool in your tool belt to help you find employment.

>> And Sheridan, you mentioned a place that people can find out where all the federal contractors are. Would you mind repeating that website and the name of that organization for us?

>> Yeah, well I think I mentioned some job boards because federal contractors are actually, you know, working with job boards that specifically focus on employing people with disabilities and that would be your fastest hit. The other is the industry liaison groups and if you just type in because they all have different URLs but the national, it's n-i-l-g.org and you can go to the national industry liaison group website, go to your area or your region and you'll start seeing some companies there. The job boards that are out there, you have the gettinghired.com, you have [inaudible] that your voc rehab and EN should know about. I think it's been out for about a year and it's specifically focused on people working with VR and ENs to get jobs and there's another one called Ability Jobs that is another job board but those companies, those are companies actually putting money towards their recruiting to find qualified candidates with disabilities. So they're putting their money where their mouth his and I think that is really important whether they're a federal contractor or not, those companies are really looking for people with disabilities.

>> Great, thank you so much Sheridan and we do have about 1 minute left and in that 1 minute, Sheridan, we have a lot of people out there very excited for the upcoming virtual job fair and appreciative of the advice you gave about participating in a job fair. What would be your just quick last minute word of advice?

>> Do your homework, ask them questions, feel excited, stay professional, be engaging, and be to the point. And-

>> Perfect.

>> follow up, follow up, follow up, follow up, handwritten note of thank you.

>> Wonderful and Pam did you have something to add?

>> Yeah, I just wanted to say there is 1 more site where you can find all federal contractors. It's called the System for Award Management and that website is www.s-a-m, sam like the name sam-

>> Mmhmm.

>> .gov and that site requires every federal contractor to register and you can actually look it up by city and by zip code. So if you're looking for some, you know, for a federal contractor that's close, you can get a list by doing a search at that website.

>> Great, thank you both so much. You have done a wonderful job telling us about Section 503 and providing great tips about participating in a virtual job fair. And we'd like to thank everyone for attending today. We will have a survey pop up on your screen at the end of today's webinar and if it does not happen to pop up the link to the survey is www.choosework.net/surveys/.wise. I know a lot of you have asked for a list of the resources that our presenters provided today that were not included in the PowerPoint. When we have the archives available we'll make sure and include that list of websites and information on what they all are. I do want to say thank you very much for attending today's webinar. A big thank you to Sheridan and Pam for their wonderful presentation and to all of the folks in the back end of things helping handle all of your questions today. I hope you're all interested in attending the virtual job fair for those of you who are able to attend the job fair in March and if you need more information on that please contact your employment network or your VR agency. Stay tuned for our next wise webinar, which will be the 4th Wednesday in March and we look forward to seeing you then. Have a wonderful afternoon and, again, thank you for attending.