WISE Ticket to Work Webinar
Putting it Together: Reasonable Accommodation and the Path to Employment
July 24, 2019

Speakers: Stacey Plizga (Moderator); Sarah Small, Brittany Lambert & Jennifer Tenney (Presenters)

STACEY>> Good afternoon and welcome to today's Ticket to Work webinar, "Putting it Together: Reasonable Accommodations and the Path to Employment." Today's webinar is the second in a series of three webinars that discusses many of the puzzle pieces, the resources, supports, and services that can help you identify, pursue, and reach your career goals.

My name is Stacey Plizga, and I am a member of the Ticket to Work team; and I will be your moderator for today's webinar. We are very excited that you are able to take time to spend with us today to learn about Social Security's Ticket to Work Program and how it can help you as you start the path to financial independence through work. Each of us has our own path to follow, and we hope that you find some information today that will assist you in moving forward on your path to employment.

Let's get started by going over some of the functions of the webinar platform so you can interact and get the most out of the information that is presented today. 

First, you can manage your audio using the audio option at the top of your screen. The audio option is an icon that looks like a microphone or a telephone. All attendees will be muted throughout today's webinar; thus, when you are presented with the option to join the audio conference, choose "Listen Only" which appears at the bottom right in the audio menu. We have that arrow pointing to it on the screen. 

All attendees will be muted throughout today's webinar. If you are unable to connect to the audio with your computer or you prefer to listen to the webinar by phone, you can dial 1-800-832-0736 and enter access code 4189148#. 

Next, we're going to share some information about webinar accessibility. On the Adobe Connect platform, you will notice that on your screen there are four different boxes. These boxes are called "pods." We have the Presentation pod where the slides appear; below that is the Closed Captioning pod; in the top right-hand corner, you will see the Q&A pod; and below the Q&A pod is the Web Links pod. We will talk about each of these in a little bit more detail later.

If you need assistance navigating Adobe Connect, an Accessibility User's Guide with a list of controls is available at http://bit.ly/adobe-accessibility. This link is also available in the Web Links pod at the bottom right-hand corner of your screen, and it is titled "Adobe Accessibility User Guide."

Real-time captioning is available; and it is displayed in the Captioning pod, which is the box that appears below the slide that is on your screen right now. You can also access captioning online by going to http://bit.ly/captions-jul19. This link can also be found in the Web Links pod under the title "Closed Captioning." 

We are here today to answer questions that you have on the Ticket to Work Program, so please send your questions to us at any time throughout today's webinar by typing them into that Q&A pod. We will then direct the questions to the appropriate speaker during the Q&A portion of our webinar, and we will be addressing questions at four different points throughout today's presentation. So go ahead and send those questions in, and we will do our very best to answer as many of them as possible.

If you're listening by phone and are not logged into the webinar, you may ask questions by sending an e-mail to Ticket to Work. The e-mail address is: webinars@choosework.ssa.gov. 

Another resource that is available that we think you will find extremely helpful in connecting to the different resources mentioned today is the Web Links pod, which you will find at the bottom right-hand side of your screen. This pod lists all of the links to the resources presented during today's webinar. To access any of these resources, you will highlight the topic that you are interested in and you would like to connect to; and then select the "Browse To" button at the bottom of the pod, and you will be taken to the website requested.

If you are listening by phone and you are not logged into the webinar or don't have access to the Web Links pod, you can e-mail Ticket to Work. The e-mail address is: webinars@choosework.ssa.gov or reference the confirmation e-mail that you received for today's webinar for a list of available resources. Also, please note that SSA cannot guarantee and is not responsible for the accessibility of any of the external websites.

Today's webinar is being recorded; and a copy of this recording will be available within two weeks on the Choose Work website, which can be accessed at: http://bit.ly/WISE_OnDemand. This link, as well as others, can be found in that Web Links pod that we just talked about that is in the bottom right-hand corner of your screen; and this link is titled "WISE Webinar Archives."

We hope that everyone has a great experience on the webinar today; however, if you run into any technical difficulties, please use the Q&A pod to send us a message. Or you can send us an e-mail at the Ticket to Work e-mail address, which is: webinars@choosework.ssa.gov.

As mentioned earlier, my name is Stacey Plizga; and I am a member of the Ticket to Work Team; and I am very excited to be here with you today as your moderator. We are delighted to have with us three speakers who will share information about the Job Accommodation Network and Social Security's Ticket to Work or Ticket Program that can help you as you start on the path to financial independence through work.

Our first speaker, Brittany Lambert, joined the Job Accommodation or JAN staff in August 2017. As a member of the Sensory Team, she fields questions related to low vision, hearing impairments, and more. Brittany holds a bachelor's degree in Psychology with a minor in Disability Studies. She has a master's degree in Clinical Rehabilitation and Mental Health Counseling and is a nationally-certified Rehabilitation Counselor.

Our second speaker, Sarah Small, joined the Cognitive Neurological Team at JAN in 2015. She fields questions from employees and employers regarding their rights and responsibilities under the Americans with Disabilities Act and assists in identifying accommodation solutions for employees with cognitive and mental health employment. Sarah holds a bachelor's degree in Criminology and a minor in Psychology, as well as a master's degree in Rehabilitation Counseling and is a nationally-certified Rehabilitation Counselor.

Our third speaker, Jennifer Tenney, has worked over 15 years in the field of Social Security Benefits Planning at West Virginia University's Center for Excellence in Disabilities. Ms. Tenney is considered a subject matter expert in the field of employment for people with disabilities among her peers. Ms. Tenney earned her bachelor's degree in Psychology and a master's degree in Criminal Justice.

We are very excited to have these knowledgeable speakers with us today to share their experiences and their expertise and assist you with helping you with your employment journey. Thank you all for joining us today. We have a very informative session planned with our guest presenters, who will discuss the Job Accommodation Network; the Americans with Disabilities Act; reasonable accommodations, disclosures and accommodations; as well as the Social Security disability benefits, the Ticket to Work Program, and work incentives. 

It is my pleasure to introduce Brittany Lambert, who will talk to us about the Job Accommodation Network.

Over to you Brittany.

BRITTANY>> Hi, everyone. I want to start out by telling you all a bit about the Job Accommodation Network and the services we provide. The Job Accommodation Network, better known as JAN, is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. We are funded by a contract with the Department of Labor's Office of Disability Employment Policy or ODEP. 

Working toward practical solutions that benefit both the employer and the employee, JAN helps people with disabilities enhance their employability and shows employer's how to capitalize on the value and talent that people with disabilities add to the workplace. We provide technical guidance on the employment provisions on the Americans with Disabilities Act, as well as individualized ideas for workplace accommodation. 

JAN was established in 1983 as a free national service and continues to function that same way today. While we're located on the campus of West Virginia University, we're a national service and provide assistance to users across the country. We can answer specific questions and give targeted technical assistance. Based on the needs of the caller, we provide comprehensive resources; and all of our calls are confidential, so callers can freely explore their options.

JAN is very easy to use and offers numerous ways to obtain personalized assistance anytime and anywhere. You can get your questions answered by toll free phone calls that include TTY; you can visit the Web for more than 200 disability-specific publications; you can use our JAN on Demand online e-mail service that provides customers with individualized e-mail responses to questions about accommodations and the ADA; you can connect with us on social media outlets like Facebook, Twitter, and LinkedIn or use our ever increasingly popular online chat feature. We also offer live and archived training, just like you're receiving today through this webinar.

Just a bit more information for those of you who may not be as familiar with JAN and what we do. 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. Consultants at JAN answer questions and offer assistance to employers; individuals; service providers; and others including a parent who might call with questions about a son or daughter, an adult child calling for ways to assist a parent, other family members, Union representatives, as well as medical professionals and attorneys.

From Fortune 500 companies to entrepreneurs, JAN has served customers across America and around the world for over 25 years. JAN has a pretty comprehensive website that can be a valuable resource. You'll find over 200 publications, as well as the A to Z of Disabilities and Accommodations that includes information by disability, by topic, and limitation. Our ADA library with resources on laws and terminology; JAN on Demand, which is our easy inquiry e-mail system; JAN in Spanish; JAN updates where you'll find the latest news. You can connect to all this information online at AskJan.org. 

Consultants at JAN specialize in specific areas and work on teams. When you call, you will speak to a Program Assistant, who will direct you to the appropriate team and team member for the particular disability and situation 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, and heart condition.
The Sensory Team works with individuals who have hearing, vision, and speech impairments as well as allergies, asthma, and other respiratory impairments.
The Cognitive Neurological Team consults with callers on mental health impairments...such as depression, bipolar disorder, anxiety, and panic disorders as well as learning and intellectual disabilities, traumatic brain injuries, attention deficit disorders, autism, spectrum disorders, and epilepsy. 
Our Entrepreneurship Team assists those callers who need information and resources on small business and self-employment options. We're going to talk more about this option next.

Individuals looking to start their own business can gain a lot of great information from JAN's Self-Employment Team. Callers can expect an individualized consultation, including resource materials tailored to their specific needs. The support provided is ongoing. Callers are free to contact the team for assistance at any stage in the process. Self-employment consultants can connect users with information on self-employment and small business programs available to people with disabilities, as well as low-cost marketing strategies. They can also provide guidance regarding different types of legal structures and much more. If you have an interest in self-employment, definitely checkout this resource.

Now let's talk a bit about the Americans with Disabilities Act or, as you will hear us refer to it, the ADA. It was signed into law on July 26, 1990. It's a Civil Rights law that functions to prohibit discrimination on the basis of disability. There are different titles of the ADA that pertain to areas such as employment, public entities and transportation, public accommodations, telecommunications, and more. 

Today we will focus on Title I of the ADA. Title I prohibits discrimination in the workplace and helps individuals with disabilities have equal access to employment opportunities and benefits. Title 1 also allows for individuals with disabilities to seek accommodations in the workplace if they're needed. Employers have an obligation to provide reasonable accommodations to qualified applicants and employees to help them perform the essential functions of a job or to help them receive the same benefits and privileges of employment equal to those without disabilities.

Now Sarah is going to tell us a little bit more about the provisions of the ADA, including reasonable accommodations.

SARAH>> Thanks, Brittany.

Here at JAN we get a lot of questions about what it means to be a qualified individual with a disability. When it comes to having coverage under the ADA, it's as simple as meeting the ADA's definition of disability. That definition is any physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or as regarded as having an impairment. For today's purposes, we are going to focus on that first piece of the definition...any physical or mental impairment that substantially limits one or more major life activities. That piece is what tends to come into play the most when it comes to requesting reasonable accommodations in the workplace.

Having a record of a physical or a mental impairment protects from discrimination. If someone has a history of a disability or a medical condition that has since been cured, controlled, or is in remission, the ADA still protects from adverse employment decisions based on that knowledge of that previous disability or medical condition.

That protection is also there for someone who is regarded as having an impairment. Employers want to avoid any speculation. For example, if an employee has high blood pressure and that high blood pressure on its own does not substantially limit them...it's not that severe for that person...if an employer decided to reassign that employee out of the fear that the strenuous job would cause the employee to have a heart attack, that would be regarding that person as having a disability and treating them differently based on that unsubstantiated fear.

STACEY>> Well, thank you, Brittany and Sarah, for sharing the information on the Job Accommodation Network, or JAN, and the Americans with Disabilities Act, or the ADA. You provided some great information about both of these topics, so we are going to pause here and take a few moments to address from our audience on this topic.

First, Brittany, you had talked about the services that JAN offers. 
"How do I know if I am eligible to receive services from JAN?"

BRITTANY>> That's a good question. We actually have no requirements in terms of eligibility. Anyone can use our service. It can be anyone who has questions about the ADA and disability in general, individuals with disabilities and their family members or employers. Really, anyone who has questions about the process can get in touch with us. We don't have any kind of criteria that you have to meet to do that.

STACEY>> Great, thank you, Brittany. Brittany, you discussed how JAN can assist with employment. 
"Does JAN provide assistance with developing a business plan if I wanted to start my own business?"

BRITTANY>> To some extent, our consultants can assist with that. Unfortunately, they're not able to review and edit business plans or anything like that; but they can help get you started in the right direction with things like templates, and they can refer you to services that are in your area that may be able to give you that more in-depth assistance while you're writing the plan.

STACEY>> Very good, thank you. Brittany, again, would you share with us how JAN can help an individual if they feel they are being discriminated against?

BRITTANY>> Yeah, our main role in that part of the process...if an individual feels that their employer is violating the ADA or acting in a way that constitutes discrimination, we can help provide information on what their rights might be under the ADA as well as refer them to outside agencies, such as the Equal Employment Opportunity Commission, who have the authority to enforce the ADA.

STACEY>> Great, thank you, Brittany. I'm going to jump over to ask Sarah a question.

Sarah, you had talked about the definition of disability. 
"How do I know if I have a qualifying disability?"

SARAH>> Really, it's all about that definition of disability. It's something that is a broad definition; so under the ADA, there would need to be some sort of underlying impairment...so the fact that there is some sort of diagnosis that is affecting the day-to-day abilities. Oftentimes that comes into play at work when requesting accommodation. 

When they talk about being qualified, it's something that under the ADA to be qualified for a job, the person must be able to perform with or without accommodation. So it sort of comes down to looking at if someone is qualified for the job they're going for; but then in addition to that, if there is an underlying impairment that sort of falls within that broad definition of any physical or mental impairment, then that is something that would likely have ADA coverage.

STACEY>> Great, thank you both, Brittany and Sarah for the answers to the questions that were sent in from our participants thus far.

We are going to move on; but before we do that, I would like to remind everyone that accessible materials from today's webinar are available either in the Web Links pod or in your confirmation e-mail for today's e-mail or by emailing the Ticket to Work at webinars@choosework.ssa.gov. 

Also to all of our participants, we will be taking questions throughout today's webinar; so anytime you have one, go ahead and put it in that Q&A pod and send it to us. Then we will get it to the appropriate speaker at the appropriate time.

Now we are going to turn things over to Sarah, who will share information on reasonable accommodations.

Over to you, Sarah.

SARAH>> Great, thank you.

So what is a reasonable accommodation?

Under the ADA, a reasonable accommodation is any change or adjustment to a job or to a workplace that allows an applicant to participate in the application process; an employee to perform the essential functions of the job; or to allow an employee to enjoy the same benefits and privileges of employment as those without disabilities. Accommodations might be needed to assist someone with the application process, to help with performing the essential functions of a job once they're on the job, or to ensure that the individuals is receiving the same equal benefits of employment.

Accommodations can be asked for an any point during the employment process, which includes the pre-employment phase. There might be a need to have an accommodation for an application. Someone might need to ask for a paper application as opposed to using an online format or the opposite. We also see accommodations for interviews. We've seen requesting an interview at a certain time of day when the person feels at their best, asking to have the initial interview on the phone, adjustments to the amount of people who might be in the room interviewing the person, or even where the interview is taking place.

With interviews, we often do encourage trying to ask as much as you can in preparation. It's okay to ask questions, especially if it may help to determine if you need to ask for any sort of accommodation for the process; asking things such as how many people will be interviewing you, if there's an approximate time frame for the interview, where the interview will be held, or even where you should go when you first arrive. We also mention that some things may not even have to be a true accommodation (inaudible). You may be able to request a certain time of day or ask for a specific timeslot when setting up the interview even without having to disclose a disability. 

Those are all just things to think about in terms of preparing and deciding if there is a need for accommodation, and Brittany will talk a little bit more about interviewing kids later on in the presentation.

Some individuals may need to ask for accommodations to assist with pre-employment testing. So let's take a look at an example of that. 

Here there was an applicant with vertigo, and they were in a position where they were going to need to take a pre-employment test to be considered for the position. That test is one that normally would take place on the computer, but the concern was that this individual with the vertigo...the computer would cause a flare-up. So as an accommodation in this case, the employer was able to allow the applicant to take a written version of the test as opposed to that online format. So just like with the interviewing, in these types of situations you are able to ask questions ahead of time that might help to sort some of those things out...so with a test, asking ahead of time about the format...such as if it's written or on the computer. 

We encourage asking these types of questions in advance. That way if you do need to ask for an accommodation, it's not waiting until the day of. Oftentimes, giving that advance notice can help to make sure that the accommodation is in place for a test status; and that way, everything will be situated as opposed to showing up on the test day and then asking...because there might be certain accommodations that won't be available without that advance notice.

Next we have some accommodation ideas for employees if you are currently on the job. The purchase of equipment or modifications to existing equipment may be an effective accommodation for people with many types of disabilities. Many forms of assistive technology make it possible for people to overcome existing barriers to performing the functions of a job. These devices range from very simple and inexpensive solutions...such as color-coded folders, paperclips, anything like that that might help to organize materials to high-tech electronic equipment. 

Jen can help with exploring different product ideas based on the individual need of the person and their work environment.

To give you a few examples, an iPad along with some apps can be used for training, notetaking, and recording, as well as assistance with organization and concentration. A wireless headset might help to alleviate the physical stress and pain that may come with answering the phone, especially while trying to take notes or use the computer at the same time. Screen reading software might be downloaded to a current work computer to assist with information being read aloud to someone who might have difficulty with reading.

Another type of accommodation is making the worksite accessible. An employer has an obligation under the ADA to make facilities acceptable and usable for employees with disabilities to perform the essential functions of their job. This can include things such as access to a building, the worksite, having access to the needed equipment to perform the job, and to all facilities that are used and available to all employees. 

This could be making sure an employee is in a location where they have easy access to a restroom if a GI disorder is involved. It could be installing handrails around the workstation or in common areas to assist with mobility difficulties. It might be allowing an employee with balance and coordination issues to have a printer in their office as opposed to having to walk down the hall each time.

Another idea is job restructuring. Job restructuring is an accommodation that involves reallocating or redistributing the marginal functions of a job. This can often help the focus be on what is essential to the position. Although an employer is not required to reallocate or remove the essential functions of a job, it may be an accommodation to modify when or how the essential functions are performed. 

Here I always remember an example that we received a call regarding someone who was working on a cleaning crew, and he had recently been diagnosed with epilepsy. He was still able to perform most of the functions of his job but with his new diagnosis was restricted from using a ladder. Physically, a part of his role was in charge of changing out the overhead lights. As an accommodation, there was no issue with switching that duty with one of his colleagues who normally took charge of cleaning a small kitchen area in the employee lounge. The employer was able to make that change by switching the duties, and that helped him to be able to continue in that role.

Here's another accommodation example. Here there was a grocery store employee that worked in a checkout station and had a standing restriction due to a back injury. Here his employer was able to accommodate him with a sit/lean stool and a high-fatigue mat. These products helped to alleviate some of the strain on his back from the back interment and allowed the ability to take the weight off by using the stool and also have that matting to help with when he was standing. These assisted with the restriction but also allowed him to perform the duties at his station.

Now Brittany is going to go ahead and talk a little bit more about some additional accommodation ideas.

BRITTANY>> Thanks, Sarah.

Now, let's look at a few more categories of reasonable accommodation. Modifying a work schedule could include flexibility in work hours including arrival and departure times, lunch and break schedules, a structure of the workweek, or part-time work. Flexible leave policies can also be considered as an accommodation when the employee needs time off work due to a disability.

An employer is not obligated to provide additional pay leave but should allow the use of accrued leave, advance leave, or leave without pay. 

Next, modified policies...while employers are free to set policies, there are some policies that may need to be modified for an employee with a disability. This could include dress codes, rules about eating at a workstation, attendance policies, and rules about animals in the workplace. 

Another form of accommodation could be providing readers, interpreters, or coaches if needed. Readers are often used for individuals with vision impairment or individuals who may have difficult reading due to a disability. Providing a reader for someone might be considered depending on the extent of the reading that would be required for the position. The reader must read well enough to enable to employee to perform their job effectively, and it can be helpful if the reader knows the different terminology for that particular field of work. This is an accommodation that we see frequently used in texting situations.

Sometimes interpreters may be needed. Providing an interpreter on an as-needed basis could be an accommodation in some employment situations when an employee communicates with sign language. Frequently this may mean providing interpreters for work trainings or conferences as a way to help communicate and obtain information. A job coach is someone who comes in from the outside and can help an employee learn the tasks or develop strategies to help with performing the job. Traditionally, job coaches come to mind when thinking of supported employment or intellectual disabilities; however, they can help with a wide range of disabilities with medical conditions.

Lastly, reassignment to a vacant position the employee is qualified for can be a 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. 

Let's look at a few examples.

An employee who was recently diagnosed with hypersomnia and started a new medication is struggling to get to work on time. Her employer agrees to a flexible schedule on a temporary basis while she adjusts to the new medication. A more long-term solution of a shift change was mentioned by the employee as a possibility if the flexible schedule proved unsuccessful. They also looked at accommodations to help her remain more alert throughout the day.

In the next example, a veteran with PTSD was working for State Government on a team project. The employer decided to move the team's office to the basement of a building. Once the move happened, the veteran realized that the noises in the basement were triggering flareups. The employer didn't want to move the entire team again but was able to find an office on the first floor of the same building for this employee. The rest of the team remained in the basement, but team meetings were held upstairs so the employee could participate.

A customer service representative for a financial institution lost his vision and could no longer read his computer screen. The employer provided screen reading software for his computer so that all information present on the screen and inputted into the system could be read back to him. 

An engineer with Lupus was having difficult completing all of his work in the office due to his fatigue. He disclosed this to his employer and was accommodated with frequent rest breaks, a flexible schedule, and work from home on a part-time basis.

Now Sarah is going to tell us a bit about disclosure.

STACEY>> Okey-doke, well, thank you so much again for sharing information on reasonable accommodations. We are going to pause here again, and we are going to take some time to address some additional questions that we have received from our audience on the topics that you just discussed. 

We'll start off with you, Sarah. You discussed reasonable accommodations in the workplace. What are some situations where reasonable accommodations can help?

SARAH>> One thing about accommodations is it's very case-by-case and individualized, and so generally we recommend trying to look at what the person is having difficult with. For instance, is someone having difficulty concentrating, remembering things, having trouble seeing the content on their computer screen...so looking at kind of what that difficulty is. 

And I think really of those situations where someone is struggling in the workplace or they're feeling like they potentially could struggle with or for pre-employment they're worried about needing to take some sort of pre-employment test. I think any situation where the disability or medical condition might impact them in some way in some of those areas that is a place that accommodations can be helpful.

STACEY>> Great, thank you so much, Sarah. Another question for you: When requesting accommodation, am I only able to request a certain number of accommodations?

SARAH>> No, there is no limit to how many accommodations can be asked for; and I think that that reason is because things are so individualized, and sometimes things change. There might be a need at one point; and then down the road that need is not there anymore, or there's a different need based on a change that's happened with the condition. 

So really, there's no limit. It's just something that is sort of an ongoing process for that reason, with the understanding that sometimes you might not know exactly what's needed at first; or you might try something and it's helpful, but it's maybe not quite enough to solve the problem. That's when there's that ability to go back and ask for something else or ask for a change and (inaudible) what's going to be effective.

STACEY>> All right, great information there on requesting accommodations and the number of accommodations, Sarah. So again, a question to you, Sarah: Can I appeal if an employer declines to provide a specific accommodation if the offered option doesn't adequately address my needs?

SARAH>> I think one of the keys with that question would be looking at that piece of if it adequately addresses the need or not. If something that generally an employer...we recommend giving preference or giving first consideration to the employee's preference; but it is something that an employer can choose among effective options. 

The key there is effective. It has to be something that does meet the need. Sometimes if there are two accommodation ideas and there's one that the employer is able to do and it wouldn't cause maybe as much difficulty as the other one, they can choose among those things; but it is something that would need to be effective. So if an employer were to choose alternative accommodation that's different from the original request and that accommodation ended up not actually working to meet the needs, then that is something that you would be able to go back and address...whether that's appealing it or going back to talk to the Human Resources about the fact that there still is a need; and sort of going from there to hopefully work towards an effective solution.

STACEY>> All right, thank you, Sarah. That's good to know...that definitely we can make sure that our needs are adequately addressed with accommodations; so thank you for that. 

Another one for you, Sarah. You had talked about how accommodations can assist with the hiring process. When do I have to tell an employer that I need an accommodation for the hiring process?

SARAH>> That's something that -- we'll talk a little bit about disclosure here in a few minutes; but it's something that for the hiring process, I think if you know going in that an accommodation is needed, it's probably helpful to let them know in advance. So talking about the hiring process, we're talking about applications; we're talking interviews; and we're talking about that pre-employment testing, if that is needed. 

I think those are the areas that if you know going in there is a typing test or you know there is some sort of written exam on the knowledge of a position, I think those are the things that if you're thinking of in advance and you know something is needed, it's probably good to talk to them about that prior...so prior to test day, prior to the day of the interview. That way you're able to, again, ask those questions, get some advance information; and that might help to determine what is needed and getting that set up for the day of the test or interview or whatever that is.

STACEY>> Okay, great, thanks. 

Sarah, will JAN work with my employer to help identify a reasonable accommodation that will work for me; and are there any other resources available to help employers?

SARAH>> Again, we do commonly talk to employers as well. As Brittany mentioned, we are pretty much open to talking to anyone who calls or chats and is looking for employment provisions of the ADA and workplace accommodations. Generally, it looks a little different. It's all the same information; but to give you an example, if we're talking to an employee, we might be talking about ideas and how to request an accommodation with their employer and try to help guide through that. 

On the employer side, we might be talking about how they can make sure that they recognize when someone ask asking for an accommodation and (inaudible) ideas, how to maybe implement those ideas with the position. So it's definitely something we talk to employers about too, and they can always contact. Employees can always show us as a resource out there if that would be helpful with exploring ideas. 

But it is something that we sometimes get confusion; and we try to clarify that we don't actually do an advocacy. So we wouldn't contact an employer on someone's behalf, but it is something that they certainly could work with their employer and call in to talk to us or share our resources with their employer as well.

STACEY>> All right, so kind of going off of that one, Sarah: Are all employers legally obligated to provide reasonable accommodations under the ADA?

SARAH>> It's something that's under the ADA. The ADA is a Federal law; and so it is something that under the ADA if an accommodation request comes in to an employer, an employer would have an obligation to engage in the accommodation process and explore and try to figure out an effective solution. It doesn't always necessarily mean that the first thing that comes in automatically has to be done because it's more of a process of trying to figure out what's going to be effective for the employee and what can be done that won't put a hardship on the business needs for the employer. 

So it is something though that if an accommodation request comes in, that is something that there is that employer obligation to engage with that employee.

BRITTANY>> This is Brittany, and I just had something quick to add. Sometimes when you are working with smaller employers, you may run into the issue that they might not be covered under the ADA and therefore not obligated to provide reasonable accommodation under that law. So Title I of the ADA is going to apply to employers with 15 or more employees. 

So let's say you're working for a small business that only has 10. In that case, the employer is not going to have an obligation under the ADA to provide reasonable accommodation; but there may very well be a state or local law that provides similar protection.

STACEY>> All right, great, thanks to both Sarah and Brittany for that one. 

We have one more question on this topic before we do move on. Sarah and Brittany, you both had talked about types of accommodations. What are some reasonable accommodations that could help someone?

Brittany, we will start with you.

Sarah, jump in if you have anything that you would like to add.

BRITTANY>> So this is something that varies a lot based on the individual. We've talked about a lot of types of reasonable accommodation; and the way that we typically handle the situation here at JAN, if someone gets in touch with us and lets us know...here are the things that I'm having issues with. For example, if someone is having difficulty using their computer because of a vision impairment, then that lets us know what accommodations we can explore for that person. It might be something like a screen magnifier or a screen reader, for example,

So it's all very individualized, and I would suggest if someone has specific questions about what accommodations might be helpful for them personally, they can always get in touch and get that personalized assistance from one of our consultants.

STACEY>> Okay, great, and thank you to both Sarah and to Brittany for answering all the questions that we have received from our participants thus far...very helpful answers to those, so thank you. 

Again, it is time to move on to the next section; but before we do, I would again like to remind everybody that accessible materials from today's webinar are available either in the Web Links pod or in your confirmation e-mail for today's webinar or by emailing Ticket to Work at webinars@choosework.ssa.gov.

We are now going to turn things over to Sarah again, who will share information on disclosure.

So over to you, Sarah.

SARAH>> Thanks.

Yes, let's talk about disclosure. Why would someone want to disclose their disability to an employer?

There are three main reasons that someone might consider doing that. The number one reason would be what we've been talking about...to request reasonable accommodation. I think it's important to mention that under the ADA, there is no obligation to disclose a disability unless an accommodation is needed. We talked with people who need accommodations right off the bat, as well as people who have worked for a company for ten-plus years but something has now changed and now they need to talk to their employer about it.

The second reason would be to receive the same benefits or privileges of employment as all other employees. This could be having access to an employer-sponsored training. It might be making sure the facility is accessible for an employee who uses a wheelchair or allowing the ability to record the training for someone who might have difficulty with memory. These are things that allow that same opportunity to intend and retain information from the training as all other employees.

The third reason would be to explain an unusual circumstance. For instance, someone with Lupus might experience temperature sensitivity; and they might need to ask to work from home during the week that the office air conditioner is being fixed. They may have never had to disclose before but because of that unique situation, they needed to talk to their employer.

We get a lot of questions about how to disclose at work. To disclose, an employee or an applicant would simply need to let the employer know that a change or adjustment is needed for a reason related to a medical condition. That connection to the disability or medical condition is what brings in that ADAP. If the disability is not known or obvious, there may be a need to provide some supporting documentation. This should be limited documentation that talks about the nature of the disability, limitations involved, and how the disability is affecting you on the job...so looking at these things and thinking back to that definition of disability. This can help with establishing that ADA coverage, and it can also support what it is that you're asking for.

When disclosing, you can keep it simple. There's no official ADA language that must be used when making a request. We talked about the ability to use plain English. Technically, you would not even have to say "ADA" or "reasonable accommodation." From a practical standpoint, we typically do suggest placing a request in writing to have the documentation; but it really can be as simple as saying to your employer, "I need to talk to you about some difficulty I'm having remembering the number of tasks that I think might be related to my medical condition," or, "I have some concern about the preemployment exam based on my learning disability; can we talk about some options?"

I mentioned placing something in writing. While it is not required and while there are no official ADA forms, we are seeing more and more that employers will have forms that they use as a way to standardize the process. That way, anyone who is seeking accommodation in the workplace is being provided that same paperwork.

The other thing to think about is who might be most appropriate to talk to. It could be a supervisor, Human Resources, or even an ADA coordinator if the company has one...but trying to think about who you're most comfortable with as a starting point and going from there.

So here's a disclosure example. Lexie, a nurse with PTSD, was awaiting to be called for an interview for a nursing position. She knew that in the past one of her interviews had not gone very well. She had been in a small room with four different people including the nursing administrator, personnel director, nurse manager, and a physician. She felt this time that if there were no more than two people in the room at a time she would be able to better represent herself. In order to limit the number of interviewers in the room, she may have to disclose and ask for an accommodation.

This is one of those scenarios where it might help to ask some questions in advance...so asking what the format of the interview is and how many people will be participating as a way to help her determine if there's a need to disclose or not.

We'll look at a couple more examples. Here Phillipe travels in person to the HR department of a potential employer, and he's intending to pick up an application. When he gets there, he realizes that the application is one that the employer requires to be filled out in that building; and he's worried that having to stay there and fill it out in person will really increase his anxiety level and will be disruptive for him filling it out accurately. So in this case, he might need to consider disclosing to see what options might be. He might be able to ask if there's an online format that he could use or even if a policy could be modified to help him bring the application home and be able to fill it out.

Here, an applicant for an administrative position only had the use of one hand. The employer required that all employees coming into that type of role be able to type at a certain speed or higher. Here, the applicant disclosed that she was unable to meet that speed with a traditional keyboard but would be able to do so if there was one designed for one-hand use. The employer was able to then provide that one-handed keyboard as an accommodation, allowing her that same opportunity to take the typing test.

To talk a little bit more about disclosure and interviewing, I'm going to go ahead and turn things back over to Brittany.

BRITTANY>> Thank you, Sarah.

Deciding if and when to disclose while job hunting can be difficult. We often remind customers that it's a personal choice and advise making an informed decision based on your unique situation. Here are a few tips to help job seekers. 
Start with a good résumé. This gives the employer an idea of your professional experience and qualifications. 
Write a cover letter. Consider this your introduction to the employer. Use this opportunity to explain who you are and why you're interested in the position. This can also be a chance to disclose if you choose to do so. That might be beneficial if you're applying for a job with State or Federal agencies that must comply with Affirmative Action policies, for example; if the job directly relates to your experience as a person with a disability, such as a rehabilitation counselor; or if having a disability is a qualification for the position. An example of this might be a job as an addictions counselor that requires that the individual be a recovering alcoholic.
Complete applications...this is the first piece of information that the employer will see, so it's important to see that the application is completed neatly and thoroughly. If you need an accommodation to do this, you can request one from the employer.
The interview is the most challenging aspect for many jobseekers both with and without disabilities. Here are a few tips to help you navigate this part of the process:
Find out if the site is accessible and request accommodation if needed.
Prepare a list of practice questions and formulate some responses in advance. This may help you to answer difficult questions during the real thing.
Focus on your abilities and what you bring to the table. You want to show the employer that you're the right person for the job.

More information about disability disclosure and interviewing techniques for persons with disabilities can be accessed by selecting Disability Disclosure and Interviewing Techniques for Persons with Disabilities in the Web Links pod or at https://askjan.org/publications/consultants-corner/vol01iss13.cfm. 

To wrap things up, I want to tell you about a few useful features on our website that might help you locate valuable resources. 

The first is our A to Z of Disabilities and Accommodations. On the screen, you'll see an image of our Home Page with arrows pointing to this feature. Here you will find information categorized by disability, limitations, work-related functions, topics, and accommodations. 

You can also find information based on role. Here we have our resource page for individuals with disabilities. Featured articles discuss how to request accommodations, how to write an accommodation letter, and medical inquiries.

The following JAN resources can be found in the Web Links pod under the following names:
SOAR, the Searchable Online Accommodation Resources, can be found at SOAR Searchable Online Accommodation Resources or http://bit.ly/jan-soar. 
JAN on Demand can be found at the JAN on Demand link in the pod or at http://bit.ly/jan-demand. 
For the A to Z of Disabilities and Accommodations, you want to go to A to Z of Disabilities and Accommodations in the pod or http://bit.ly/jan-av. 
You can also find the ADA Library at ADA Library in the pod or http://bit.ly/jan-library. 
You can also find How to Request an Accommodation in the pod or at http://bit.ly/jan-request.
For our Employee Accommodation Inquiry Letter, that can be found at Employee Accommodation Inquiry Letter in the pod or http://bit.ly/jan-inquiry. 
In the pod, you can find the Employees' Practical Guide to Requesting and Navigating Reasonable Accommodation Under the ADA, or you can find it at http://bit.ly/jan-guide.

You can contact JAN using the following methods:
You can call us at 1-800-526-7234 for voice and 1-877-781-9403 for TTY.
You can use our website at AskJAN.org and e-mail us at jan@askjan.org. This link can also be found in the Web Links pod at "How to Contact JAN."
You can text us at 1-304-216-8189 or get in touch with us via Skype at janconsultants.

This concludes our portion of the webinar. Thanks so much for participating.

STACEY>> Thank you so much, Brittany and Sarah, for helping us understand disclosure and sharing the JAN resources with us. Once again, we are going to address some questions that we have received on these topics. 

The first question I have is for you, Sarah. You had talked about why we should disclose our disability. Am I required to disclose my disability to my employer?

SARAH>> Disclosure is something that would only be required if there is a need for accommodation. So it's something that if there's no need for an accommodation, then the employee would at that point have no reason that they have to disclose. That obligation to disclose really only kicks in when there is that need.

STACEY>> Sarah, when disclosing a disability, is it better to disclose your disability verbally or in writing?

SARAH>> That's something that can be done either way. It comes down to a personal preference. It's something that here at JAN we recommend doing it in writing, but that is not required. We recommend doing so just for documentation purposes; but it is something that if someone is more comfortable just talking verbally, they absolutely can request it that way and that should still be recognized as an accommodation request. It's also something that we'll see people sometimes do both...so they might have that verbal conversation, and then they might follow it up with an e-mail or something like that.

STACEY>> Okay, and that's a good idea to follow up.

Brittany, would you share where we can find a list of common job accommodations for our disabilities?

BRITTANY>> This is something that can be found on our website, AskJAN.org. The best way to find it is to use our A to Z of Disabilities and Accommodations. So you want to go to the A to Z and then click on "By Disability," and then you can scroll through a list of disabilities. When you find what you're looking for and click on the page, it will take you to a publication with common types of accommodations for that disability.

STACEY>>Great, thanks, Brittany. Another question for you, Brittany: Where can I find a list of questions that employers should not ask during the interview process?"

BRITTANY>>The Equal Employment Opportunity Commission has a publication entitled "Preemployment Disability-Related Questions and Medical Examinations" that gives a really great overview about what questions employers can and cannot ask during preemployment. You can find this on our website by going to the ADA Library and from there going to "EEOC Guidance."

STACEY>>Thank you, Brittany and Sarah, for the great information on disclosing disabilities and where we can find some more information from you; so thank you so much.

At this time, we are going to move on again; but before we do, again I would like to remind everyone that the accessible materials from today's webinar are available in that Web Links pod or in your confirmation e-mail that you received for today's webinar; or you can e-mail Ticket to Work at webinars@choosework.ssa.gov.

Okay, we are now going to turn things over to Jennifer, who will share information with us on the Ticket to Work Program.

Over to you, Jennifer.

JENNIFER>> Thanks, Stacey, I appreciate it.

It's my turn to talk about the Ticket to Work Program and how it can support you on your journey to work. Hopefully in the next few slides we will answer the questions: Why work, why Ticket, and why now?

Before we talk about the Ticket to Work, we need to discuss briefly that there are two types of Social Security disability benefits programs. There is Social Security Disability Insurance, or SSDI, and Supplemental Security Income, or SSI. It is possible to also get both benefits, so it's really important for you as the consumer to understand which type of benefits you receive. Because these are two different benefits programs, each has separate work rules and incentives to encourage trying to work. Each also has separate Federal health insurances...so Medicare for SSDI and Medicaid or SSI that are tied to them.

The Social Security Administration provides assistance in understanding the work incentives and how separate benefits are affected through the Work Incentives Planning and Assistance, or WIPA, projects in each state. Remember that benefits are like fingerprints, and no two cases are the same. So you need to know how things are going to be affected before you start your journey.

To start your journey, you are the only person who can choose if work is right for you. You know your health and abilities. Luckily with the Ticket to Work and Social Security's work incentives, you can try to work. Maybe you will discover new abilities as you work with the Ticket employment network agencies. Ticket is the perfect way to get started.

So what is the Ticket to Work Program?

The Ticket to Work is free and voluntary. If you received notification that you have a Ticket to Work, it does not mean that you must work; however, it provides the opportunity to receive help as you begin or restart your journey towards employment. Ticket to Work employment networks can offer career development advice for people ages 18 through 64 who receive Social Security disability benefits of SSDI, SSI, or both SSDI and SSI.

The Ticket to Work connects you with free employment services. These employment services can help you decide if working is right for you. Maybe you cannot return to previous employment and need some direction in finding something new. Employment services can also include preparing you for work. There are a whole host of services that employment networks provide that can help you prepare for work...things like résumé building, applying for a job, and filling out applications, interviewing techniques, and more are options that you can access through the Ticket to Work Program.

Employment networks can also help you in finding a job. Perhaps this is the hardest part of the employment process. Finding your first job can be scary. Using employment networks, you can have support in every aspect of searching for a job and being successful at going to work. This also includes continued services, such as on-the-job assistance that the ladies at Job Accommodation Network discussed, and guidance for work-related services and supports...including whether or not to disclose your disability.

So how does it work?

If you choose to put your Ticket to Work in assignment, you can receive services from authorized Ticket to Work providers called "employment networks" or your state Vocational Rehabilitation, or VR, agency. As I said earlier, services can include an array of things including career counseling. So maybe you do have to switch careers after an injury; or you're going to work for the first time, and you're not really sure where you want to go. Employment networks and state vocational rehabilitation agencies can provide career counseling to help you in your decision.

They can help with résumé writing and résumé building, including how to include volunteer work on your résumé to help you get a job. They can provide interview advice, including mock interview sessions that may help you become more at ease during the interview process. And they can assist in finding a job and include on-the-job assistance. 

Here in West Virginia, we have an employment network that works very closely with the Federal Bureau of Investigation that does job placement in competitive ways for government jobs for people with all kinds of disabilities. Employment networks are often a good resource to looking for local jobs and getting job assistance. Employment networks and state vocational rehabilitation agencies can work back-to-back, handing off help for you to continue to work towards employment and your financial independence.

So why Ticket to Work?

Earning a living through employment is not something everyone can do, but it might be something that is right for you. That is why it is so important to take advantage of the Ticket to Work opportunities that are provided as a free service offered by the Social Security Administration. You can take the time to learn about the employment services and supports that Social Security offers through the Ticket to Work Program...and remember that these services are free and do not obligate you to work. 

However, you may be surprised to learn what is available for you as job options; and Ticket to Work employment networks and vocational rehabilitation agencies are available to help you learn more and start you, or restart you, on your journey towards financial independence. The Ticket to Work is also available to help you learn about more options. 

An example of someone who has successfully used a Ticket to Work is Shirley. Shirley was having several problems not being able to control sleepiness. She went to the doctor and was diagnosed with narcolepsy, which is a sleep disorder that affects the brain's ability to control sleep/wake cycles. She had to stop work, and she started to receive Social Security disability insurance, or SSDI, so that she could focus on her health.

Later, she was also diagnosed with clinical depression. With the help of her doctors and providers, she was able to learn to manage her health through holistic measurements such as regular exercise, diet changes, and sticking to strict routines. 

When she was ready and motivated to work again, Shirley connect with the Ticket Program, an employment network within that program; and they helped her develop an individual work plan specific to Shirley and her wants and needs as an employee. They helped her learn about the work incentives that Social Security offers to help you as you begin your employment journey. They also helped her find temporary work that later turned into full-time employment.

Finally, they provided her with advocacy to help her ask for reasonable accommodations, such as the ones that the Job Accommodation Network ladies have spoken about during this presentation. You can see Shirley's success story by accessing "Shirley's Success Story" in the Web Links pod that is located in this webinar.

The Ticket to Work has many different websites and resources to help you receive guidance and support as you apply for jobs and transition to the workplace. These can be found in the Web Links pod located in this webinar. The resources that you can find on the Choose Work website include talking about disability disclosure, how to request accommodations, and a low- and no-cost of reasonable accommodations. Again, the links to these sites can be found in the Web Links pod under "Talking About Disability Disclosure," "How to Request Accommodations," and a "Low- and No-Cost Reasonable Accommodations." 

There are many other resources on the Choose Work website, so go check it out. As a reminder, you can link directly to the website by choose the "Choose Work" website link in the Web Links pod.

STACEY>> Thank you so much, Jennifer, for helping us to understand the Ticket to Work Program and how it works. There are very many tools available to assist us with our journey; and, as Jennifer said, all of those links to the tools can be found in that Web Links pod if you want any additional information on any of the topics that Jennifer discussed.

For the remainder of our time today, we are going to address additional questions that we have received about today's topic. 

We're going to start with you, Jennifer. You had given us some great information about the Ticket to Work Program. Is there a particular age group that can benefit from the Ticket to Work Program?

JENNIFER>> Yes, the Ticket to Work Program is for people ages 18 through 64 who receive one or both of the Social Security disability benefits that I talked about...SSDI or SSI or both.

STACEY>>Great, thank you. 

"Jennifer, do I need to pay anything to participate in the Ticket Program?"

JENNIFER>> The great answer to this question is, "No, you don't. This is a free service offered by the Social Security Administration, and it is also voluntary for anyone that receives Social Security disability benefits.

STACEY>>Well, that's definitely great to know. Next, Jennifer, you had discussed service providers.

"Can a service provider help me with the accommodation request process?

JENNIFER>> Yes, they can definitely help with that. Service providers can help with decisions to disclose your disability. They can help you write your accommodation request. They can also support you with information about self-advocacy and how to negotiate with the employer. Use the "Find Help" tool on the Choose Work website to connect with a service provider. You can access the "Find Help" tool at https://choosework.saa.gov/findhep. Filters can help you identify service providers who offer services to help with accommodations.

That "Find Help" tool can be very useful to our participants. So definitely, if you have questions, I would go to that site that Jennifer mentioned and look for that "Find Help" tool.

STACEY>>Jennifer, earlier you provided us information on employment networks. 

"What do I do if I want to change my employment network?"

JENNIFER>>The good thing is that you're free to contact as many employment networks as you would like while you're looking for one that fits you. To change employment networks, you would need to unassign your ticket. First, we encourage you to notify the current employment network that you plan to unassign your ticket with them. Then you will need to submit a "Ticket Unassignment Form." That form can be found at: https://choosework.ssa.gov/assets/cw/docs-materials/ticket-unassignment-form.pdf.

STACEY>>Awesome, thank you so much, Jennifer. I did have somebody who was looking for the website that you had mentioned earlier, so I'm just going to reiterate it here...the Find Help website. That is at https://choosework.ssa.gov/findhelp/. That's where you can get to that "Find Help" tool.

Jennifer, one more question for you. You had talked about the service provided by the Ticket to Work Program. 

"Is there someone who can help me with benefits counseling and understanding my options?"

JENNIFER>>Yes, there are work incentives planning and assistance projects in every state. These projects provide free benefits counseling to Social Security disability beneficiaries to help them make informed choices about work. Many vocational rehabilitation agencies and employment networks also offer benefits counseling. To find a Work Incentives Planning and Assistance, or WIPA, project near you, visit the "Find Help" tool...again, at https://choosework.ssa.gov/findhelp/. 

STACEY>>Thank you so much, Jennifer.

I'm going to jump over and ask Brittany a question. Brittany, that question is: "What should I do if an employer an accommodation, but I continue to experience difficulties performing my duties?"

BRITTANY>> It's important as a part of the interactive process to keep in touch with the employer about whether or not the accommodation they've provided is effective. So if the employer provided you with a certain accommodation and you're still struggling, it's important to bring that to the employer's attention so you can continue to find solutions that might be helpful.

for example, maybe the specific accommodation that you got could be swapped for something else. Maybe there's just something else that you haven't tried yet that could be effective. The most important thing I would suggest there is just that ongoing communication as a part of the interactive process. 

STACEY>>All right, thank you so much, Brittany.

I'm going to jump back over to Jennifer. 

"Jennifer, when you told us about Shirley, you said an EN helped her learn about work incentives. Can you tell us what are work incentives?"

JENNIFER>>Sure, work incentives are rules that Social Security Administration has put in place regarding both Federal cash and medical benefits. These work incentives were put in place to provide assistance when a person with Social Security disability benefits goes to work, and that is something that your WIPA projects in each state can help you understand.

STACEY>>Thank you, Jennifer. I do have another question here for you; and that is: "Is there somewhere our participants can go to find more success stories, like Shirley, where people were able to get help from Ticket to Work and find their path to work?"

JENNIFER>>I think the best place to find that is the Choose Work website. That website has a lot of great materials on it that can help you, especially with finding some more success stories. Again, if you need to access that website, it's: https://choosework.ssa.gov.

STACEY>>Great, thank you so much, Jennifer for the answers to all of those questions and also to Sarah and Brittany. We appreciate all of your time today and being with us and responding to the questions that we have had. We are out of time for questions, but there are a couple of things that I wanted to go through that we have received.

First, if you need legal support for accommodations and other employment-related issues, the Protection and Advocacy Beneficiaries of Social Security, or PABSS, organization may be able to help. To learn more about PABSS, you can visit https://choosework.ssa.gov/about/meet-your-employment-team. 

You can also connect with PABSS organization by calling the Ticket to Work Help Line or using the "Find Help" tool at https://choosework.ssa.gov/findhelp.

We did have one very last question. That is: "Are there local agencies available that can help write résumés and find job placement?"

I just wanted to mention that next month's webinar will focus on preparing résumés and offering interview tips. In the meantime, the "Find Help" tool is a great resource on the Ticket to Work website.

All right, so we are going to finish up and close out here. The Social Security Ticket to Work Program has a number of service providers and other resources that are ready to help you get started. To get a list of providers in your area or to get answers to questions about the Ticket to Work Program and other work incentives, you can contact the Ticket to Work Help Line at 1-866-968-7842 or, for TTY, 1-866-833-2967. You can call them Monday through Friday from 8:00 a.m. to 8:00 p.m. Eastern Time; or you can visit the Ticket to Work website at: https://choosework.ssa.gov at any time.

You can also find us on social media or subscribe to blog and e-mail updates by visiting choosework.ssa.gov/connect. This link appears in the Web Links pod under "Ticket to Work Contact Information." 

Please joint us for our next WISE webinar in this Putting It Together series, "Healthcare and the Path to Employment," which will be held on Wednesday, August 28, 2019, from 3:00 p.m. to 4:30 p.m. Eastern Time. To register online, you can go to choosework.ssa.gov/wise; or you can call 1-866-968-7842 or, for TTY, 1-866-833-2967.

Your feedback is very important to us, and it helps us plan future webinars, so please provide your feedback and tell us what you think about today's webinar by taking our survey. To take the survey, you can follow the link that will pop up after the webinar; or you can visit the Ticket to Work website to complete the survey.

Thank you again, everyone, for attending today to learn about the Ticket Program. Please take the opportunity to reach out to any of the resources we discussed today to help you take the next step in your career path. This concludes today's webinar. Have a wonderful evening.