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Employment

Information about employment rights, preparing your resume, interview tips, job banks to look for your next job, federal and state employment resources.

1. United Spinal Pathways to Employment Program Job Portal

1.1. Pathways to Employment Landing Page

Landing Page-Pathways to Employment

United Spinal Association’s Pathways to Employment (PTE) Program is designed to support the pursuit of job opportunities for people with spinal cord injuries and disorders (SCI/D). PTE provides access to resources for people who want to return to work, including information about benefits, transitioning to employment, how-to guides, and guidance on removing barriers to employment and access to mentors who have successfully returned to work after injury or diagnosis. The Pathways to Employment program also supports employers interested in ensuring that people with disabilities are represented in their workforce by providing guidance and resources in recruitment, onboarding and accommodations through trainings and distributing job opportunities to our national network of members and 50 chapters.

1.2. Pathways to Employment-Video Series

Pathways to Employment Video Series

In this seven-part video we address 3 different myths that a lot of people believe to be true about returning to work with a disability that are actually false. For more information on returning to work as a person living with a disability.

2. Self-Empolyment thru Entrepreneurship

3. General Information

3.1. The ADA: Your Employment Rights as an Individual with a Disability

The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications. This booklet explains the part of the ADA that prohibits job discrimination.

3.2. Office of Disability Employment Policy

The Office of Disability Employment Policy (ODEP) was authorized by Congress in the Department of Labor's FY 2001 appropriation. Recognizing the need for a national policy to ensure that people with disabilities are fully integrated into the 21st Century workforce, the Secretary of Labor delegated authority and assigned responsibility to the Assistant Secretary for Disability Employment Policy. ODEP is a sub-cabinet level policy agency in the Department of Labor.

3.3. Disability:IN

Disability:IN is the leading nonprofit resource for business disability inclusion worldwide. Our network of over 500 corporations expands opportunities for people with disabilities across enterprises. Our central office and 25 Affiliates serve as the collective voice to effect change for people with disabilities in business.

3.4. Rehabilitation Service Administration

The mission of the Rehabilitation Services Administration (RSA) is "to provide leadership and resources to assist state and other agencies in providing vocational rehabilitation(VR), independent living (IL) and other services to individuals with disabilities to maximize their employment, independence and integration into the community and the competitive labor market."

RSA is charged with

  • administering formula and discretionary grant programs authorized by Congress;
  • evaluating, monitoring, and reporting on the implementation of Federal policy and programs and the effectiveness of vocational rehabilitation, supported employment, independent living, and other related programs for individuals with disabilities;
  • coordinating with other Federal agencies, State agencies, and the private sector including professional organizations, service providers, and organizations of persons with disabilities for the review of program planning, implementation, and monitoring issues.

3.5. Chamber of Commerce for Persons with Disabilities

To promote the business interests of businesses run by persons with disabilities and/or their direct caregivers ("Disability Businesses") and to place businesses run by persons with disabilities on a level playing field with businesses run by others. Visit the Chamber now.

3.6. Vocational Rehabilitation

Getting the Most from the Public Vocational Rehabilitation System - A publication by the Institute for Community Inclusion. Every state has a vocational rehabilitation agency that is designed to help individuals with disabilities meet their employment goals. This publication describes the vocational rehabilitation system by responding to questions frequently asked by individuals with disabilities.

3.7. U.S Equal Employment Opportunity Commission

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.

The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

3.8. Understanding Your Employment Rights

Visit the U.S. Equal Employment Opportunity Commission's (EEOC) website to learn about EEOC, Laws, Statistics, Discrimination Facts and Guidance.

 

For information about Job Applicants and the Americans with Disabilities Act visit: http://www.eeoc.gov/facts/jobapplicant.html

 

 

3.9. Preparing Your Resume

How to Write a Resume Tips

3.10. Interview Tips

Interview Tips: http://www.how-to-write-a-resume.org/Interview_Tips.htm

 

50 Sample Interview Questions an Employer may ask you: http://www.collegegrad.com/jobsearch/Mastering-the-Interview/Fifty-Standard-Interview-Questions/

 

Now it's your turn to ask questions. You will find a sample of questions to ask your potential employer during your interview here: http://www.collegegrad.com/questions/index.shtml#candidates

 

3.11. CNBC Story on employment of people with disabilities

CNBC Story on employment of people with disabilities featuring Walgreens employment results

Did you know 70% of Americans with disabilities are not working, that's about 10 million potential taxpayers.  Kessler is a national organize helping people with disabilities.  The Foundation is part of collaborative effort with Fortune 500 companies and Walgreens is one of those partnering and employing 1,000 individuals with disabilities. The company also offers training and hiring at retail store levels with the retail employees with disabilities initiative.

4. Articles about Employment

4.1. 12 Ways to Jump Start your Job Search

An article by Kim LaMarche, from New Mobility magazine (January, 2000), that gives 12 tips to prepare for job hunting.

4.2. It Takes Work to Get a Job

An article from Pushin' On looking at the the process of getting a job after SCI (August, 2000). Read the article now.

4.3. Incentives to Get You Working

An article from Pushin' On looking at Social Security incentives that help individuals with SCI return to work (August, 2000). Read the article now.

4.4. From Injury to Employment

SCI is a devastating event that often disrupts every aspect of life, including career goals and employment prospects. Returning to work after injury occurs for some but not all individuals with SCI and depends on many factors, such as injury level and severity, age, prior education and work experience, health issues and medical complications. Read the article now.

4.5. Jennifer Sheehy: Working for Change

An article by Janine Bertram Kemp in New Mobility magazine for September 2000. This article tells of the adjustments made by one woman after SCI and how employment was key to moving on. Read the article now.

4.6. Working after SCI

Northwest Regional SCI Center forum video on Working with Spinal Cord Injury includes panelsts with SCI aquired early in life as well as aquired as a working adult.

4.7. How To Navigate Common Concerns When Job Hunting With A Disability


Take a cursory look at the news, and chances are you'll see a fairly optimistic take on the job market: Roughly a decade after the Great Recession plunged many graduates into years of professional uncertainty, the Department of Labor is reporting that the U.S. unemployment rate is under 4%, the lowest since 2000. In some industries, there are even more jobs than workers.
Dig a little deeper, though, and it becomes clear that jobs aren't growing on trees for some workers. Job seekers with disabilities are still having a tough time: the unemployment rate for people with disabilities was at 7% in May 2018.

Last year, the Center for Talent Innovation (CTI) published a global study of this "talent pool that many companies neglect." Their research focused on white-collar workers but analyzed people with visible and "invisible" disabilities. More than a third of survey respondents said they have experienced discrimination or bias on the job, so getting a foot in the door can be even more discouraging. Here are some of the hurdles, and advice from experts on how to navigate them.

Common Challenges

Here are the top ones: the ability to apply for jobs, mobility issues when interviewing, and the potential for prejudice, says Paula Harvey, a talent acquisition special expertise panelist at The Society for Human Resource Management. Some jobs require driver's licenses, but many job seekers with disabilities rely on public transportation or paratransit services — which, "especially in rural areas, can be very limiting," adds Anne E. Hirsh, co-director of the Job Accommodation Network (JAN).


Remote access isn't always a solution, either. Technology takes up too much space in some people's lives, but access to digital resources is still limited for many people with disabilities. Research from Pew found that regardless of age, disabled Americans adopt tech at lower rates, and are less likely to use the internet on a daily basis. Those who do have reliable internet often find that some websites are inaccessible to people with disabilities.
"If an employer's application process is online and the process is not accessible for some people with disabilities, it can be difficult if not impossible to apply," says Hirsh.

The organization, which is funded by a contract with the Office of Disability Employment Policy in the U.S. Department of Labor, cites examples of how employers can "ensure equal access" to recruitment and application information, including providing non-digital forms, designing large graphics so that people with tremors have more room to click on links, providing brief descriptions of sounds for those with hearing impairments, simplifying web pages for those who are easily distracted, and removing auto-refresh options so that pages don't repeatedly restart.

Ensuring that materials are accessible is the responsibility of the company or organization, but some make it possible for job seekers to root out those tools. For example, the American Express career opportunities page has an email address and toll-free number that U.S. job seekers with disabilities can contact if they "would like to request an accommodation in order to apply for a position." It may be worth it to seek those out, or contact companies to see if they will do the same.

Resources for the Job Hunt and Where to Start Looking
Harvey says that like anyone else, job seekers with disabilities should start with their strengths and "research what types of jobs would be the best fit for their abilities."
Resources can vary hugely by region — even by neighborhood — so look locally. Harvey name-checks abilityJobs, which dubs itself the largest job site for people with disabilities, as being a good place to start. The website can be used by employers to find candidates, and by job seekers to post their résumés and search for work. Hirsh adds that the job-seeker resources on the Employer Assistance and Resource Network on Disability Inclusion (EARN) can also be a starting point.

The organization, which is funded by a contract with the Office of Disability Employment Policy in the U.S. Department of Labor, cites examples of how employers can "ensure equal access" to recruitment and application information, including providing non-digital forms, designing large graphics so that people with tremors have more room to click on links, providing brief descriptions of sounds for those with hearing impairments, simplifying web pages for those who are easily distracted, and removing auto-refresh options so that pages don't repeatedly restart.
Ensuring that materials are accessible is the responsibility of the company or organization, but some make it possible for job seekers to root out those tools. For example, the American Express career opportunities page has an email address and toll-free number that U.S. job seekers with disabilities can contact if they "would like to request an accommodation in order to apply for a position." It may be worth it to seek those out, or contact companies to see if they will do the same.

Vilissa Thompson, a social worker and the founder of Ramp Your Voice, says going offline to network is key. "Social workers in my area share a lot of job opportunities, and people in disability advocacy spaces that I'm friends with have let me know about opportunities. Those personal networks and semi-personal, professional relationships have been the most influential," she says. "Sometimes word-of-mouth can be a very powerful tool, with somebody letting you know of opportunities at their place of employment or if they know of your particular interest."

Remote jobs are becoming more common, which affords workers with disabilities a greater degree of stability, but Thompson says it's crucial to make sure those jobs work well with individual healthcare needs.
"I know it was a barrier for me to try to find a job that was decent pay and had benefits, so if I had to get off of Medicaid, I would have healthcare," she explains. "Some remote jobs may want you to work as a consultant, so they may not offer healthcare benefits and other incentives like a 401(k) and things of that nature."

Asking for Accommodations
Disclosing a disability is largely a personal choice. The Americans with Disabilities Act (ADA) protects job seekers with disabilities from a certain degree of discrimination, but like any law, its real-life efficacy can vary. As Harvey puts it, accommodations are "things employers should have, but some may be put off by being asked or they may be nervous about not having implemented certain things."

"Unless you need an accommodation for the interview it may not be wise to start the interview with your accommodation request," Hirsh advises. "Focus on the skill and talent you would bring to the position and the company."
You are not required to disclose a disability to a prospective employer "unless [you] have an immediate need for a 'reasonable accommodation' under the ADA during the interview, application process, or while on the job." Employers cannot require applicants to take medical examinations before they are offered a job. Still, tabling the issue isn't something everyone can do.

"Being a wheelchair user is something I can't hide. When somebody sees me, they see my situation," says Thompson. "It's the employer's responsibility to ensure they have an inclusive work environment that is truly welcoming to disabled applicants and are prepared to handle any applicant, regardless of if they have a disability or not. But at the end of the day, it is the applicants who bear the burden of worrying about what opportunities that they can acquire and if their employer is going to be ableist or dismissive."
She says that if you do decide to disclose and you know what your accommodations are, being able to articulate them clearly can be a "powerful tool." Explain what assistance you may need that aligns with the job requirements so you can do the best job possible without burning yourself out or putting yourself at risk. Many employers assume providing accommodation will be prohibitively expensive, she notes, so breaking down what it would take to do your job may help clarify the issue. If you sense that you've been discriminated against during the process despite being able to meet the requirements of the job, document your experience so you have something on paper and consider contacting the EEOC.

"We have to be comfortable with challenging systems that are determined to hold us behind, and really [considering] if that's something you want to fight because it is a recurring thing," Thompson says. "Know that you have value as a worker. The job searching process does not define who you are as a person and that's very important to remember."


4.8. Survey: Employers Miss Opportunities for Disabled Workers

Survey: Employers Miss Opportunities for Disabled Workers

By THE ASSOCIATED PRESSOCT. 10, 2017, 9:57 A.M. E.D.T.

CONCORD, N.H. — Most employers have effective programs for accommodating workers with disabilities, but they often overlook recruiting and training practices that could expand employment opportunities, according to a national survey released Tuesday.

Two-thirds of respondents to the poll of supervising employees said their organizations have policies and procedures to provide requested accommodations to workers with disabilities, and nearly all of them rated those processes as effective. But when it came to specific practices, several that were rated as highly effective were far and few between.

For example, only 13 percent of supervisors said their organizations offer job sharing, yet more than 90 percent of those who allow it said such policies were effective for both people with disabilities and workers overall. And only 27 percent have partnered with a disability organization to recruit workers, even though most supervisors viewed the idea as feasible.

"Many times, employers don't know where to go to find qualified candidates," said John O'Neill, director of Disability and Employment Research at the Kessler Foundation and the study's co-investigator. "That's a practice that's really underutilized, but when it is utilized it's considered to be very effective."

The University of New Hampshire Institute on Disability conducted the survey for the Kessler Foundation, a New Jersey-based nonprofit that funds research and initiatives aimed at improving the lives of people with neurological disabilities. It questioned 3,085 supervisors in organizations with 25 or more employees about hiring, training and retention practices, and whether or not those practices were effective both for employees in general and those with disabilities.

People with disabilities make up 3.2 percent of U.S. workers ages 16-64, according to previous UNH research and federal labor statistics. Those 4.6 million workers amount to about 30 percent of the total working age population of people with disabilities, meaning the vast majority of people with disabilities aren't employed.

One problem is inconsistent support for helping employees with disabilities learn their jobs, O'Neill said. The survey found that while supervisors felt that they and upper management were equally committed to hiring people with disabilities, supervisors view upper management as less committed to training and accommodations.

"Supervisors are right at the ground level, and management is often times at a distance," said Kessler Foundation President Rodger DeRose said. "So, supervisors have to push the communications upward and say, 'This is what we really need.'"

While two-thirds of those surveyed said it is very important to provide requested accommodations to workers with disabilities, only 28 percent of organizations have disability hiring goals, compared to nearly 60 percent that have goals for other types of diversity.

DeRose said disability remains "the silent minority."

"This whole area of employing people with disabilities has been real struggle before signing of the Americans with Disabilities Act in 1990, and here we are 27 years later, and it's still a challenge," he said.

Supervisor's perspective: http://www.kesslerfoundation.org/kfsurvey17

5. Federal Employment

5.1. US Department of Veterans Affairs

Interested in working for the US Department of Veterans Affairs? Visit http://www.va.gov/JOBS/index.asp for more information about employment with the VA.

 

What is the hiring process and qualifications? Learn more at: http://www.va.gov/JOBS/hiring_process.asp

 

What about the benefits? Want to learn more? Cick here:  http://www.va.gov/JOBS/Job_Benefits/benefits.asp

 

 

 

 

6. Agencies to Assist in Finding a Job

6.1. Companies hiring-2021

Summer 2021 companies hiring

Featured Employers Vistra is a Fortune 275 integrated retail electricity and power generation company that does business in 20 states. They have a newly formed employment resource group called Vistrability and are actively recruiting people with disabilities for open positions. You can learn more about Vistra and open positions at https://www.vistracorp.com/careers/. 

Inmar develops technology and uses advanced data analytics to make commerce work smarter. Inmar helps leading Fortune 500 companies and emerging brands stay relevant and propel growth while providing their consumers with personalized and precision-driven tools to save money, improve health and safety and more conveniently go about their lives. Learn more about Inmar and open positions across the country at https://www.inmar.com/careers. 

CVS Health’s Specialty Pharmacy Team has a variety of positions available including customer service, pharmacy service technicians, intake representatives and benefit verification representatives with work from home options available. See the attached info doc for more information or visit www.cvs.jobs/specialty21.

Check Out this Resource If you have a job interview soon, you’ll want to watch our resource on Tips for Interviewing https://www.youtube.com/watch?v=JosPCUyKAoU&feature=emb_logo.

You can find other videos in the series on resume writing and job searching on our Pathways to Employment page https://unitedspinal.org/pathways-toemployment/. Find Support United Spinal’s Employment Resource Group meets every other Monday to share resources and offer support on your journey to employment. But did you know there are many other virtual support groups you can join in the United Spinal network?

Abbvie https://www.abbvie.com/careers.html

Airbnb https://careers.airbnb.com/

Allsup https://www.allsup.com/about/careers

Amazon https://www.amazon.jobs/en/

Bio https://www.bio.org/employment-bio

Biogen https://www.biogen.com/en_us/careers.html

Booster Fuel https://trybooster.com/careers

Bristol Myers Squibb https://careers.bms.com/

Coca Cola https://www.coca-colacompany.com/careers

Comcast https://jobs.comcast.com/

Facebook https://www.facebook.com/careers/

Genentech https://www.gene.com/careers/work-here

Google https://careers.google.com/

Greenwich Biosciences https://www.greenwichbiosciences.com/careers

Hollister https://www.hollister.com/en/about/careersupdate

Intuit https://www.intuit.com/careers/

May Mobility https://maymobility.com/careers/

Microsoft https://careers.microsoft.com/us/en/

MK Battery https://www.mkbattery.com/jobs

MT Pharma https://careers-mt-pharma.icims.com/jobs/intro

Numotion https://jobs.silkroad.com/Numotion/Careers

Permobil https://www.permobil.com/en-us/careers

Quantum https://www.quantumrehab.com/about-us/quantum-careers.asp

Restorative Therapies https://restorative-therapies.com/careers/

Salesforce https://www.salesforce.com/company/careers/

Sunrise Medical https://www.sunrisemedical.com/company-information/careers

Teladoc https://www.teladochealth.com/careers/

Tracfone https://www.tracfonewirelessinc.com/en/careers/

Uber https://www.uber.com/us/en/careers/

Via https://ridewithvia.com/jobs/

Waymo https://waymo.com/careers/

Wellspect https://www.wellspect.us/about-us/career

Zoox https://zoox.com/careers/

6.2. Indeed.com

As the world's #1 job site, with over 180 million unique visitors every month from over 50 different countries, Indeed has become the catalyst for putting the world to work. Indeed is intensely passionate about delivering the right fit for every hire. Indeed helps companies of all sizes hire the best talent and offers the best opportunity for job seekers to get hired.

6.3. GettingHired.com

The GettingHired Mission: To create sustainable employment growth and opportunity for people with disabilities.

The GettingHired internet based portal accomplishes its mission by serving and connecting:

Job seekers with Disabilities
Committed Employers
Advocacy Organizations
Service Providers

Our portal has incorporated several unique free services designed to help people prepare for the work place and build their careers. Our social networking medium offers individuals a platform to connect with each other and career mentors. Job seekers will find opportunities posted by employers who expressly use our portal through paid annual subscriptions to hire them. Our portal identifies and highlights individual skills, talents and backgrounds. No person will be asked to disclose a disability anywhere on the GettingHired portal. Our RightMatch technology matches individual qualifications to specific job requirements facilitating employment success.

6.4. Employer Assistance and Resource Network on Disability Inclusion (EARN)

The Employer Assistance and Resource Network on Disability Inclusion (EARN) is a free Federal Government resource that educates employers on the value of hiring, retaining and advancing people with disabilities

6.5. DisABLED Person

We are a public charity organization since 2002 whose primary focus is disability employment. We want to help you, a person with a disability find employment. So come, post your resume and look for a job. Its free! Our goal is to get as many jobs for people with disabilities as possible. The services that we offer here at www.disABLEDperson.com are free. Free to our community members to post their respective resumes and attend our job fairs ( when we hold them). We have just upgraded the functionality of our job board just for you. You can now sign up to receive job alerts sent to your email address. Thats right! Once you register, you will have the option. You can choose up to 5 job categories and 5 locations and when jobs are posted into those categories at thoses locations, you will receive them in your email. Not only that but from that point on, when you come to disABLEDperson.com and log in, the jobs you choose in the locations you choose will show up on your home page. We are just trying to bring you the best experience that we can.

6.6. ABILITY Jobs

The goal of ABILITYJobs and JobAccess is to enable people with disabilities to enhance their professional lives by providing a dedicated system for finding employment. By posting job opportunities, or searching resumes, employers can find qualified persons with disabilities as well as demonstrate their affirmative action and open door policies.

6.7. Job Accommodation Network

The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.

JAN's trusted consultants offer one-on-one guidance on workplace accommodations, the Americans with Disabilities Act (ADA) and related legislation, and self-employment and entrepreneurship options for people with disabilities. Assistance is available both over the phone and online. Those who can benefit from JAN's services include private employers of all sizes, government agencies, employee representatives, and service providers, as well as people with disabilities and their families.

 

 

 

 

 

 


6.8. Association for Persons in Supported Employment (APSE)

APSE is a growing national non-profit membership organization, founded in 1988 as the Association for Persons in Supported Employment, now known as APSE.

APSE is the only national organization with an exclusive focus on integrated employment and career advancement opportunities for individuals with disabilities.  Our new initiative, HR Connect, offers consultation services to help businesses reach out to and partner with one of the strongest labor and customer pools in the country:  the disability community.

APSE has chapters in 35 states and the District of Columbia.  Our members come from all 50 states and Puerto Rico, as well as several foreign countries.

APSE supports the only annual national conference focused solely on the advancement of integrated employment.

6.9. Hire Disability Solutions

The mission of Hire Disability Solutions is to give all that want a chance to succeed, the opportunity to succeed. Hire Disability Solutions was founded in response to the increasing demand for services for individuals with disabilities. Additionally, we aim to promote inclusion into the mainstream employment world. Since its inception in 2004, Hire Disability Solutions has established itself as a national leader in protecting and enhancing employment opportunities for individuals with disabilities. Through its educational campaigns surrounding employment law, education opportunities, and assistive technology, the company facilitates the success of individuals with disabilities and employers alike.

6.10. Universal Abilities Employment Network

Universal Abilities Employment Network is an extraordinary new employment and support service devoted to putting people with disabilities back to work. We advocate for the creation of new job markets for persons with disabilities and build partnerships with companies and employment services in search of qualified candidates.

6.11. Work From Home Opportunities

NTI

At NTI@Home, we train and qualify Americans with documented disabilities to apply for work-from-home call center jobs with some of the country's most respected employers. Last year almost 600 individuals with disabilities found part-time or full-time jobs through NTI@Home.

INDEED job rating site 3.8 of 5 stars on 42 reviews

6.12. ZipRecruiter

ZipRecruiter  The smartest way to get hired!

7. Receiving Benefits and Interested in Working?

7.1. ALLSUP-SSDI Guidance

Your Personal Expert in SSDI Representation and Return to Work

Allsup has specialized in disability services for over 35 years. We've successfully helped more than 300,000 individuals receive the Social Security Disability benefits they deserve. Along with SSDI representation, our assistance includes veterans (VA) disability compensation appeals, healthcare insurance assistance, Medicare plan selection services, and assistance with returning to work.

Referral page: https://www.allsup.com/united-spinal

Part of the Allsup group, Allsup Employment Services provides free assistance for Social Security disability recipients who would like to try working and protect their SSDI benefits.

Allsup’s regular business hours are 8 a.m. - 5 p.m. (CST), Monday - Friday.
Allsup provides a free Social Security disability assessment online: FileSSDI.TrueHelp.com.

New Disability Customers
(800) 678-3276 (Mon. - Fri.: 8 a.m. - 5 p.m. CST)

Current Disability Customers
(800) 405-8339

Email: YourAllsupTeam@Allsup.com


Allsup Employment Services
(866) 540-5105

Email: info@allsupes.com

 


 

 

7.2. PassPlan.org

A Plan for Achieving Self-Support (PASS) allows a person with a disability to set aside otherwise countable income and/or resources for a specific period of time in order to achieve a work goal. Any person who receives SSI benefits,or who might qualify for SSI, or any person receives SSDI(or a similar benefit) and could qualify for SSI, may be able to have a PASS. There is no limit to the number of successful PASS plans a person may use in a lifetime. Visit Social Security/PASS Plan for details.

7.3. Disability Benefits 101

Disability Benefits 101 (DB101) helps workers, job seekers, and service providers understand the connections between work and benefits. DB101 brings together rules for health coverage, benefit, and employment programs that people with disabilities use.

7.4. Work Opportunity Tax Credit (for Employers)

Federal WORK OPPORTUNITY TAX CREDIT (for employers) including New York State program information

The Work Opportunity Tax Credit (WOTC) is designed to promote the hiring of individuals who qualify as a member of a target group; for example, businesses can receive up to $2,400 in federal tax savings for hiring low-income individuals with barriers to employment.  Two target groups have been established as part of the American Recovery and Reinvestment Act of 2009.  These new groups cover unemployed veterans and disconnected youth who begin working for the employer in 2009 and 2010.  Federal tax credits are available for hiring the following groups under WOTC:

A. Qualified recipient of Temporary Assistance to Needy Families (TANF) or its predecessor program Aid to Families with Dependent Children (AFDC)

Is any individual who is a member of a family receiving TANF, or its predecessor AFDC, for any 9 months during the last 18 months ending on the hire date, or

Is a member of the family specifically listed on the grant as shown through the Department of Social Services

B. Qualified Veterans

A Veteran who is a member of a family receiving assistance under the SNAP Food Stamp Program for at least a 3- month period during the 15-month period ending on the hiring date, and Has served on active duty (other than active duty for training) in the Armed Forces of the United States for a period of more than 180 days, or was discharged or released from active duty in the Armed Forces of the United States for a service-connected disability, and Did not have any day during the 60-day period ending on the hiring date, which was a day of "extended active duty" in the Armed Forces of the United States. The term "extended active duty" means a period of more than 90 days during which the individual was on active duty for training.

A Disabled Veteran who is entitled to at least 10 percent compensation for a service-connected disability who: was hired within one year of having been discharged or released from active duty, and has been unemployed for a collective amount of 6 of the last 12 months prior to the date of the hire.

An Unemployed Veteran that has served on active duty for more than 180 days, or has been discharged from active duty for a service connected disability; and has been discharged from active duty any time during the 5-year period ending on the hire date; and has received unemployment compensation for not less than 4 weeks during the one year period ending on the hire date.  Employment must have begun after 12/31/2008.

C . Qualified ex-felon hired no later than one year after conviction or release from prison

Has been convicted of a felony under any statute of the United States or any state,

and

Has a hiring date, which is not more than one year after the later of the date on which he/ she was so convicted or on which he/she was released from prison.

D. Disconnected Youth

Individuals between the ages of 16 and 25 that have not been regularly employed or have not attended school in the past 6 months, AND do not have a certificate of graduation from a secondary school or a GED.

E. Designated Community Residents ages 18 through 39

Is at least age 18, but not yet age 39, on the hiring date, and

Has his/her principal residence within a federal designated community (Empowerment Zone, Renewal Community or Rural Renewal County). In New York State, Montgomery and Clinton counties have been designated as "Rural Renewal Communities."

F. Qualified Vocational Rehabilitation Referral

Is a person certified by a designated agency as having a physical or mental disability which, for that  individual, constitutes or results in a substantial barrier to employment, and

Was referred to the employer upon, or at any time after completing, or while receiving rehabilitation services pursuant to an individualized written plan for employment approved by one of the following organizations:

U.S. Department of Veterans Affairs

Vocational and Educational Services for Individuals with Disabilities (VESID)

The Commission for the Blind and Visually Handicapped (CBVH)

Ticket – to - Work Employment Network (EN)

G. Designated Community Resident – Youth ages 16-17

Performs a service for the employer between May 1 and September 15 of the respective tax year, and

Has attained the age of 16, but not yet age 18, on the hiring date, and

Has not been employed by the same employer prior to the 90 day (summer) period between May 1 and September 15 of the respective tax year, and

Has her/his place of living within a federal designated community (Empowerment Zone, Renewal Community). In the case of a Summer Youth, the phrase "qualified wages" includes wages paid or incurred for services performed while he/ she lived within the zone.

H. Qualified Supplemental Nutrition Assistance Program (SNAP) recipient ages 18-39

Has attained the age of 18, but not yet age 40, on the hiring date, and

Is a member of a family receiving assistance under a Food Stamp Program through the Food Stamp Act of 1977 for a 6 consecutive month period ending on the hire date, or

Has received such assistance for at least three of the 5 months before date of hire, and whose food stamp eligibility has expired.

I. Qualified recipient of Supplemental Security Income (SSI)

Has received or is receiving Supplemental Security income benefits under Title XVI of the Social Security Act (including benefits of the type described in Section 1616 of the Social Security Act or Section 212 of Public Law 93-66) for at least one day in any month within the 60-day period ending on the hiring date.

J. Long – Term Family Assistance (LTFA) -WOTC

*(Formerly welfare – to work tax credit)

Long-Term Family Assistance (LTFA) Recipients who began work any time after December 31, 1997 can qualify their employers for the WOTC Long-Term Family Assistance Credit (LTFA) of up to $9,000 per new hire. The individual must be either the recipient or member of a family:

That received TANF or AFDC for a total of at least 18 months, for the period accruing back to August 5, 1997 as of the time of hire, or

That received Temporary Assistance for Needy Families (TANF) or its predecessor program, Aid to Families with Dependent Children (A FDC), for at least the 18 consecutive months before the date of hire, or

Whose TANF or AFDC eligibility expired under federal or state law after August 5,

1997 for individuals hired within two years after their eligibility expired.

NOT E: New York State allows up to 60 months of TANF grant benefits. Individuals

transitioning to New York's Safety Net program are eligible for the LT FA-WOTC credit for up to 24 months

WOTC APPLICATION GUIDE

The Work Opportunity Tax Credit Program (WO TC) is designed to encourage employers to hire job seekers with barriers to employment. The information contained in this booklet incorporates federal legislative revisions effective October 1, 1997 and as amended through August 31, 2011.

Employers who hire WOTC-qualified employees are eligible for one of three possible federal tax credits. Employees must start work during the period from October 1, 1997 through August 31, 2011; must be certified eligible for W OTC; and must perform a minimum of 120 hours of service in order to generate a tax credit for their employers.

The Full Rate - A WOTC credit equal to 40% of the first $6,000 in qualified first year wages, for a maximum credit of $2,400. The WOTC-certified employee must work a minimum of 400 hours or 180 days of service for the employer.

The Disabled Veterans Rate (DAV) – A WOTC credit equal to 40 % of the first $12,000 in qualified first-year wages for a maximum credit of $4,800. The WOTC employee must work a minimum of 400 hours or 180 days of service to the employer.

The Long –Term Family Assistance Rate (LTFA) -A LTFA-WOTC credit of up to $4,000 for their first year and $5,000 for their second year of employment. New WOTC-LTFA hires employed 400 hours or 180 days of service to qualify their employees for a credit totaling 40% of the first $10,000 of qualified wages for the first year of employment and 50% of the first $10,000 of qualified wages for the second year. Combined, a two year total of $9,000 per new hire.

The Reduced Rate - - A WOTC credit equal to 25% of the first $6,000 in qualified first year wages, for a maximum credit of $1,500. The WOT C-certified employee must perform at least 120 hours, but less than 400 hours, of service for the employer.

The Reduced DAV Rate – A WOTC credit equal to 35% of the first $12,000 in qualified first year wages for a maximum credit of $3,000. The WOTC employee must work a minimum of 120 hours of service to the employer.

The Reduced LTFA Rate -- A credit equal to 25% of t he first $10,000 of the first year or second year wages can generate credits up to $2,500 for each of the two years. The WOTC-LTFA certified employee must perform at lea st 120 hours, but less than 400 hours, of service for the employer.

The Summer Youth Rate - - A credit of 25% of the first $3,000 in any 90-day period between May 1, and September 15 of a calendar year for a maximum credit of $750. The employee, certified as a Summer Youth, must work at least 120 hours for the employer.

PRE-SCREENING NOTICE and CERTIFICATION REQUEST IRS FORM 8850

For the employer to be eligible for a WOTC credit, a Pre-Screening Notice (PSN), IRS Form 8850, must be filled out by the job applicant and the employer on or before the hire date. The Pre-Screening Notice must be completed, signed, and postmarked within 28 days after the first day of work and must be submitted to the New York State Department of Labor. The Internal Revenue Service requires original signatures on IRS Form 8850. Form 8850 is the single most important form in the WOTC Program.

IRS Form 8850  and IRS Form 8850 Instructions  may be obtained from the IRS: www.irs.gov, or by calling 1-800-TAX-FORM or the WOTC Unit at 1-800 HIRE (4473)-992.

THE INDIVIDUAL CHARACTERISTIC FORM (ICF) ETA 9061

The Labor Department uses the Individual Characteristic Form (ICF) ETA 9061, to gather statistical information and target group eligibility information from employers. This form is available from our WOTC Unit or your local Labor Department employment office. A separate ICF (or in certain instances the Conditional Certification Form, ETA 9062 ) must be completed and returned to the Department of Labor for each WOTC applicant.

CERTIFICATIONS

The WOTC Unit issues WOTC certifications after ensuring that a worker meets the required eligibility characteristics of a WOTC target group. A WOTC certificate may be revoked if it is based on false information.

HOW TO APPLY FOR THE WOTC CREDIT

To apply for certification that qualifies a new hire for one of these tax credits, employers need only complete two simple forms:

IRS Pre-Screening Notice Form 8850, by the hire date, and U.S. Department of Labor ETA Individual Characteristics Form 9061 (or ETA 9062, if the job applicant has already been conditionally certified), and

Mail the signed IRS 8850 and ETA 9061 or 9062  to:

WOTC Unit New York State Department of Labor Building 12 – Room 200
State Office Building Campus
Albany, New York 12240

NOTE: The IRS 8850 must be post marked within 28 days of the new hire's first day of work.

7.5. Ticket to Work Program

If you are interested in working, Ticket To Work is your entry point to program information, resources, and news about our employment support programs.  Social Security disability beneficiaries and others can find the information they need via the new portal or by calling the Ticket to Work Help Line at 1-866-968-7842 (V) /866-833-2967(TTY/TDD).  We provide many ways to connect with the Ticket to Work program!

Introduced on January 23, 2013 is Ticket Talk, a new podcast series.
 
Podcasts are a portable, convenient and efficient way to deliver Ticket to Work news and updates. It will allow you more options and more control over how and when you receive Ticket to Work information.  Download to your smartphone or tablet and take it on the go or stream it from your home computer. If you do not use a smartphone or tablet, you can read the podcast transcript – the choice is yours!  
 
Check out our first podcast!

For our opening podcast, we invited Bob Williams, Social Security's Associate Commissioner for the Office of Employment Support and Programs to introduce the series. Listen or read the transcript.

Sign up to receive Ticket Talk updates.

7.6. SSA-Ticket To Work-Transitioning To Adulthood

Ticket To Work program blog post on Transitioning to Adulthood (with a disability)

Ticket to Work and Transitioning to Adulthood

Mar 30, 2017

Street sign to Job and EducationAre you a person with a disability who's graduating from high school soon? Do you need help planning for your future? In January 2017, the Office of Special Education and Rehabilitation Services (OSERS) in the U.S. Department of Education published A Transition Guide to Postsecondary Education and Employment for Students and Youth with Disabilities. This guide offers options and supports to consider as you transition into adulthood. It's also a great resource for families of transition-aged individuals.

What can you learn in the guide?

To help students and youth with disabilities reach their post-high school goals, Congress enacted two key laws to provide transition services: the Individuals with Disabilities Education Act (IDEA) and the Rehabilitation Act of 1973 (Rehabilitation Act), as amended by Title IV of the Workforce Innovation and Opportunity Act (WIOA).

The new OSERS guide explains the laws noted above and gives guidance on:

  • Transition planning, including opportunities and programs
  • Transition services and requirements authorized by IDEA and the Rehabilitation Act
  • Education and employment options for students and youth with disabilities after leaving high school
  • Supporting decisions made by students and youth with disabilities

The guide also includes real life examples, a sample flow chart of the transition process, and a glossary of key terms used in the transition process.

Youth in transition and the Ticket to Work program

The Ticket to Work (Ticket) program is for people ages 18 through 64 who receive Social Security disability benefits. However, one type of service provider, Work Incentives Planning and Incentives (WIPA) projects, also works with youth with disabilities as early as age 14.

WIPA projects can help you understand the Work Incentives available to you. Work Incentives make it easier for people with disabilities to work and still receive medical benefits and, in some cases, cash benefits from Social Security. Work Incentives can help you through the transition to work and financial independence. Two Work Incentives that can help you save money and afford to pay for employment-related expenses, such as tuition, training programs, job coaches tools, transportation and more include the Plan to Achieve Self Support (PASS) and Student Earned Income Exclusion (SEIE).

It's never too early to start thinking about your future. The Ticket to Work and Work Incentives can help you transition from school to the workforce!

Additional Resources

 

Choose Work Blog Series: Help for Young People Considering Their Future

 

National Collaborative on Workforce and Disability for Youth

Work Incentives Seminar Event (WISE) webinar: Free Employment Support for Young Adults with Disabilities

About Ticket to Work

Social Security's Ticket to Work program supports career development for people ages 18 through 64 who receive Social Security disability benefits (SSI or SSDI) and want to work.
The Ticket program is free and voluntary. It helps people with disabilities move toward financial independence and connects them with the services and support they need to succeed in the workforce.

Learn More

To learn more about the Ticket program, visit www.ssa.gov/work. You can also call the Ticket to Work Help Line at 866-968-7842 or 866-833-2967 (TTY) Monday through Friday, 8 a.m. to 8 p.m. ET. Ask a representative to send you a list of service providers or find providers on your own with the Ticket program Find Help tool.

Topics: disability employment, education, friends and family, resources, tools and tips, young adults, youth in transition
Categories: Government Programs, Ticket to Work

 

8. State Resources

8.1. Alabama

For information regarding employment information in Alabama visit the Alabama Department of Labor  

For information about employment opportunities for people with disabilities in Alabama visit the Alabama Department of Rehabilitation Services.

8.2. Alaska

Visit the Alaska Department of Labor and Workforce Development for more information about employment in Alaska.

Visit the Division of Vocational Rehabilitation for employment opportunities for people with disabilities.

8.3. Arizona

Visit the Industrial Commission of Arizona for more information about employment in Arizona.

Visit the Arizona Rehabilitation Services for more information regarding employment opportunities for individuals with disabilities.

8.4. Arkansas

Visit the Arkansas Department of Labor for more information regarding employment in Arkansas.

Visit Arkansas Rehabilitation Services for more information regarding employment opportunities for individuals with disabilities.

8.5. California

Visit the California Department of Industrial Relations for more information about employment in California.

Visit the California Department of Rehabilitation for more information regarding employment opportunities for individuals with disabilities.

8.6. Colorado

Visit Colorado Department of Labor & Employment for more information about employment in Colorado.

Visit Colorado Vocational Rehabilitation for more information regarding employment opportunities for individuals with disabilities.

8.7. Connecticut

Visit the Connecticut Department of Labor to learn about employment in CT.

The Bureau of Rehabilitation Services works to create opportunities that allow individuals with disabilities to live and work independently in CT.

8.8. Delaware

Visit the Delaware Department of Labor for more Information about Employment in Delaware.  

Visit the Division of Vocational Rehabilitation in Delaware who assits people with disabilities obtain employment.  

8.9. Florida

Visit Florida Employment and Labor for more information regarding employment in FL.

Visit Florida Division of Vocational Rehabilitation for more information regarding employment opportunities for individuals with disabilities in FL.

8.10. Georgia

For information about employment issues in Georgia visit the Georgia Department of Labor website.

For information about employment opportunities for people with disabilities visit Georgia Rehabilitation Services.

8.11. Hawaii

Visit the Department of Labor and Industrial Relations for more information about employment in Hawaii.

Visit Hawaii Vocational Rehabilitation for more information regarding employment opportunities for individuals with disabilities in Hawaii.

8.12. Idaho

Visit Idaho Department of Labor for more information about employment in Idaho.

Visit Idaho Division of Vocational Rehabilitation for more information about employment opportunities for individuals with disabilities in Idaho.

8.13. Illinois

Visit the Department of Labor for more information regarding employment in Illinois.

Visit the Department of Human Services: Vocational Rehabilitation Office for more information regarding employment in Illinois for individuals with disabilities.

8.14. Indiana

Visit Indiana Department of Labor for more information about employment in Indiana.

Visit Vocational Rehabilitation Services for more information about employment opportunities for individuals withe disabilities in Indiana.

8.15. Iowa

Visit Labor Services Division for more information regarding employment in Iowa.

Visit Iowa Vocational Rehabilitation Services for more information regarding employment in Iowa for individuals with disabilities.

8.16. Kansas

Visit the Department of Labor to find out more information about employment in Kansas.

Visit the Department of Social and Rehabilitation Services to find out more information regarding employment for individuals with disabilities in Kansas.

8.17. Kentucky

Visit the Kentucky Labor Cabinet to find out more information about employment in Kentucky.

Visit the Office of Vocational Rehabilitation to find out more information about employment opportunities for individuals with disabilities in Kentucky.

8.18. Louisiana

Visit Louisiana Workforce Commission for more information about employment opportunities in Louisiana.

Visit Louisiana Rehabilitation Services for more information regarding employment opportunities for individuals with disabilities in Louisiana.

8.19. Maine

Visit the Maine Department of Labor for information regarding employment.

The Division of Vocational Rehabilitation, also known as "VR," is a Department of Labor program that helps people who have disabilities to get and keep a job in Maine.

8.20. Maryland

Visit the Maryland Department of Labor for more information about employment. 

Visit the Maryland State Department of Education Division of Rehabilitation Services which supports the employment and economic independence of people with disabilities,  

8.21. Massachusetts

Visit Labor and Workforce Development to find out more information about employment in Massachusetts.

Visit Massachusetts Rehabilitation Commission to find out more information about employment opportunities for individuals with disabilities in Massachusetts.

8.22. Michigan

Visit Michigan Department of Licensing and Regulatory Affairs for more information about employment in Michigan.

Visit Michigan Rehabilitation Services for more information regarding employment opportunities for individuals with disabilities.

8.23. Minnesota

Visit the Minnesota Department of Labor and Industry to learn more about employment in Minnesota.

Visit Vocational Rehabilitation Services for more information about employment opportunities for individuals with disabilities in Minnesota.

8.24. Mississippi

For general information about employment in Mississippi visit the Mississippi Department of Employment Security.

For information about how to gain employment in Mississippi for people with disabilities visit the Mississippi Department of Rehabilitation Services.

8.25. Missouri

Visit the Department of Labor & Industrial Relations for more information regarding employment in Missouri.

Visit the Office of Adult Learning and Rehabilitation Services for more information regarding employment for individuals with disabilities in Missouri.

8.26. Montana

Visit the Montana Department of Labor and Industry for more information regarding employment in Montana.

Visit the Developmental Services Division for more information regarding employment opportunities for individuals with disabilities.

8.27. Nebraska

Visit the Department of Labor to find out more information about employment in Nebraska.

Visit Vocational Rehabilitation to find out more information about employment opportunities for individuals with disabilities in Nebraska.

8.28. Nevada

Visit the Office of Labor Commissioner for employment information in Nevada.

Visit the Bureau of Vocational Rehabilitation for information about employment opportunities in Nevada for individuals with disabilities.

8.29. New Hampshire

Visit the New Hampshire Department of Labor website to learn about employment in NH.  

Visit New Hampshire Vocational Rehabilitation learn about employment opportunities for people with disabilities.  

8.30. New Jersey

The New Jersey Division of Vocational Rehabilitation Services (DVRS) assist individuals with disabilities seeking employment, understading employment rights and keeping current job. To learn more about DVRS visit: http://lwd.dol.state.nj.us/labor/dvrs/DVRIndex.html

 

Visit the New Jersey Department of Labor and Workforce Development to learn more about employment in NJ: http://lwd.dol.state.nj.us/labor/index.shtml

 

Afraid of going back to work and losing your benefits contact the New Jersey Work Incentive Network Support (NJWINS) here: http://www.njwins.org/english/

8.31. New Mexico

Visit the Department of Workforce Solutions for more information regarding employment in New Mexico.

Visit the Division of Vocational Rehabilitation for more information regarding employment opportunities for individuals with disabilities in New Mexico.

8.32. New York

Visit New York State Department of Labor for more information regarding employment in New York.

 

Visit Adult Career and Continuing Education Services- Vocational Rehabilitation for more information about employment opportunities for individuals with disabilities.

8.33. North Carolina

For information about employment in North Carolina visit the North Carolina Department of Labor.

 

For information about employment opportunities for people with disabilities in North Carolina visit the North Carolina Division of Rehabilitation.

8.34. North Dakota

Visit the Department of Labor for more information about employment in North Dakota.

Visit the Division of Vocational Rehabilitation for more information about employment opportunities for individuals with disabilities in North Dakota.

8.35. Ohio

Visit Ohio Division of Industrial Compliance and Labor for more information about employment in Ohio.

Visit Ohio Rehabilitation Services Commission for more information regarding employment opportunities for individuals with disabilities in Ohio.

8.36. Oklahoma

Visit the Department of Labor for more information regarding employment in Oklahoma.

Visit the Department of Rehabilitation Services for more information regarding employment in Oklahoma.

8.37. Oregon

Visit the Bureau of Labor and Industries for more information regarding employment in Oregon.

Visit the Office of Vocational Rehabilitation Services for more information regarding employment for individuals with disabilities in Oregon.

8.38. Pennsylvania

Visit the Pennsylvania Department of Labor & Industry for more information about employment in PA. 

 

The Office of Vocational Rehabilitation (OVR) assists Pennsylvanians with disabilities to secure and maintain employment and independence.

8.39. Rhode Island

Visit the Rhode Island Department of Labor and Training for more information about employment in RI. 

 

The Office of Rehabilitation Services (ORS) assists individuals with disabilities choose, find and keep employment.

8.40. South Carolina

For information about employment issues in South Carolina visit the South Carolina Department of Labor, Licensing and Regulation website.    

Visit the South Carolina Vocational Rehabiliation Department to learn about employment opportunities for people with disabilities.

8.41. South Dakota

Visit the South Dakota Department of Labor and Regulation for more information regarding employment in South Dakota.

Visit the Division of Rehabilitation Services for more information regarding employment for individuals with disabilities in South Dakota.

8.42. Tennessee

Visit the Department of Labor and Workforce Development for more information regarding employment in Tennessee.

Visit Vocational Rehabilitation Services for more information regarding employment for individuals with disabilities in Tennessee.

8.43. Texas

Visit the Texas Workforce Commission for more information regarding employment in TX.

Visit the Texas Department of Assistive Technology and Rehabilitation Services for more information regarding employment in TX for individuals with disabilities.

8.44. Utah

Visit Utah Labor Commission for more information about employment in Utah.

Visit the Division of Rehabilitation Services for more information about employment opportunities for individuals with disabilities.

8.45. Vermont

For more information about Employment in Vermont visit the Vermont Department of Labor.

 

Visit VocRehab Vermont to learn about employment oportunities for people with disabilities.

8.46. Virginia

Visit the Virginia Department of Labor and Industry to learn about employment issues in Virginia.

 

To learn about employment opportunities for people with disabilities visit the Vriginia Department of Rehabilitation Services.

8.47. Washington

Visit the Department of Labor and Industries for more information regarding employment in Washington.

Visit the Division of Vocational Rehabilitation for more information regarding employment opportunities for individuals with disabilities in Washington.

8.48. West Virginia

Visit the West Virginia Division of Labor to learn about Employment issues in WV.

 

Visit the West Virginia Division of Rehabilitation Services to learn about employment opportunities for people with disabilities.

8.49. Wisconsin

Visit the Department of Workforce Development to learn more about employment in Wisconsin.

Visit Department of Vocational Rehabilitation for more information regarding employment opportunities for individuals with disabilities.

8.50. Wyoming

Visit Wyoming Department of Workforce Services for more information about employment in Wyoming.

Visit Wyoming Department of Workforce Services for more information about vocational rehabilitation options for individuals with disabilities.

9. United Spinal Association Employment Webinars

9.1. Working with Spinal Cord Injury & Your Pathway to Employment 2/24/16

Working with Spinal Cord Injury & Your Pathway to Employment 2/24/16
This United Spinal Association webinar is the first in a series about returning to work for the first time for people with spinal cord injuries. In this installment we will explore the role of work in peoples' lives.
View Webinar Video | View Webinar PDF | Webinar Transcript

9.2. Your Pathway to Employment–Benefits and Incentives for Working with Spinal Cord Injury 4/13/16

Your Pathway to Employment–Benefits and Incentives for Working with Spinal Cord Injury 4/13/16
This United Spinal Association webinar explores various work incentive programs available to help you return to work. This is the second in a series of webinars about returning to work or entering the workforce for the first time for people with spinal cord injuries.
View Webinar Video | View Webinar PDF | Webinar Transcript | Social Security Work Incentives Reference Guide

9.3. Your Pathway to Employment-The Job Interview 1/25/17

Your Pathway to Employment-The Job Interview 1/25/17
This United Spinal Association webinar provides strategies for answering questions that emerge from job interviews for people with SCI/D.
View Webinar Video | View Webinar PDF

10. Pathways to Employment Program Materials

10.1. Federal Guidebook

A resource to help you make a successful transition to work while living with a spinal cord injury. Please download the PDF to view the Federal Guidebook.

10.2. Pennsylvania State Guidebook

A resource to help you make a successful transition to work while living with a spinal cord injury. Please download the PDF to view the Pennsylvania State Guidebook. 

10.3. New Jersey State Guidebook

A resource to help you make a successful transition to work while living with a spinal cord injury. Please download the PDF to view the New Jersey State Guidebook.

10.4. New York State Guidebook

A resource to help you make a successful transition to work while living with a spinal cord injury. Please download the PDF to view the New York State Guidebook.