FTA Announces Availability of Veterans Transportation Grants Applications due April 19, 2012

U.S. Transportation Secretary Ray LaHood has announced the availability of approximately $30 million to create or increase access to local and regional transportation resources that veterans and military families depend on to get to work, school and other destinations. The transit funding would boost access to jobs and training that America’s service members need and deserve.

The previous round of Veterans Transportation and Community Living grants, announced in November 2011, provided $34.6 million for 55 projects in 32 states and Guam. Demand for the program was strong, with the Department receiving 70 eligible proposals seeking $52 million in funding requests to create “one-click, one-call” transportation resource centers around the United States last year.

The second round of Veterans Transportation and Community Living Initiative grants, funded by the Federal Transit Administration (FTA), will continue to help states and communities build or expand “one-click, one-call” centers that offer comprehensive information on local transportation options and other community services, with just a single phone call or click of the mouse.

The notice of funding availability for the program’s second round of grants was published in the Federal Register. Proposals are due on April 19, 2012. A list of the projects that have already been funded under the previous round is available here.
Additional information on the Veterans Transportation and Community Living Initiative, including how to apply, is available at www.fta.dot.gov/veterans.

USDA expands farming for disabled Americans

Responding to the needs of a growing population of farmers and ranchers living with a disability, the U.S. Department of Agriculture (USDA) awarded 23 grants to organizations to help thousands of people with disabilities continue their chosen agricultural professions. USDA's National Institute of Food and Agriculture (NIFA) awarded the grants, totaling $4.1 million, through the AgrAbility program.

"Thanks to the hard work and dedication of all Americans devoted to agriculture, U.S. agriculture is a bright spot in our economy and provides a livelihood for 1 in 12 Americans," said Dr. Catherine Woteki, USDA Chief Scientist and Under Secretary for Research, Education and Economics. "Nearly 2 million individuals working in agriculture in the United States live with a disability that affects their work and daily life. The AgrAbility program provides these producers with the training and resources they need to remain profitable, to maintain their quality of life, and to continue to contribute to our nation's supply of food, feed, fiber and fuel."

NIFA awarded the funds to land-grant universities that have joined with nonprofit disability organizations to address the specialized needs of American farmers and ranchers with disabilities. Projects include educating professionals on how to assist those with disabilities and directly training disabled agricultural workers. Past AgrAbility projects have improved customers' financial stability, access to life activities and the ability of states and regions to deliver timely services to those with disabilities.

Since initial funding in 1991, NIFA has awarded grants to more than 35 states resulting in on-farm assistance to more than 15,000 farmers while educating thousands of professionals on how to accommodate those with disabilities in agriculture. The typical award provides up to $180,000 per year for up to four years to qualifying universities.

In addition to the state project grants, one national grant provides additional support for a National AgrAbility Project, which is directed jointly by Purdue University and Goodwill Industries. These national partners joined to provide technical assistance and professional training for the state projects, produce resource materials and distribute information related to the project. For more information, visit www.agrability.org.

Fiscal Year 2011 grant recipients are:

1. University of Arkansas, Little Rock, Ark., $180,000
2. University of California, Davis, Calif., $180,000
3. Colorado State University, Fort Collins, Colo., $180,000
4. University of Delaware, Newark, Del., $180,000
5. University of Georgia, Athens, Ga., $180,000
6. Purdue University, West Lafayette, Ind., $180,000
7. Kansas State University, Manhattan, Kan., $180,000
8. University of Kentucky, Lexington, Ky., $180,000
9. University of Maine, Orono, Maine, $165,716
10. University of Minnesota, Minneapolis, Minn., $180,000
11. University of Missouri, Columbia, Mo., $180,000
12. University of Nebraska, Lincoln, Neb., $180,000
13. North Carolina A&T State University, Greensboro, N.C., $179,975
14. Ohio State University, Columbus, Ohio, $180,000
15. Oklahoma State University, Stillwater, Okla., $180,000
16. University of Tennessee, Knoxville, Tenn., $180,000
17. Texas AgriLife Extension, College Station, Texas, $178,002
18. Utah State University, Logan, Utah, $180,000
19. University of Vermont, Burlington, Vt., $180,000
20. Virginia Tech, Blacksburg, Va., $180,000
21. West Virginia University, Morgantown, W.V., $180,000
22. University of Wisconsin, Madison, Wisc., $180,000
23. University of Wyoming, Laramie, Wyo., $172,153

Through federal funding and leadership for research, education and extension programs, NIFA focuses on investing in science and solving critical issues impacting people's daily lives and the nation's future. For more information, visit www.nifa.usda.gov.

Job Opportunities For Individuals With Disabilities

The Federal Government recognizes that individuals with disabilities have a right to full and fair consideration for any job for which they apply. It strives to offer an environment in which all can reach their highest potential and make a difference for our country.

A Federal career can provide:

Any individual the opportunity to excel;
challenges of a demanding job; and
Advancement potential or individual growth.
Having a disability is not a disadvantage when you apply for employment with the Federal Government or when you pursue career opportunities once you become an employee. Whether it is working on a cure for cancer, designing advanced avionics, or writing procurement contracts worth millions of dollars, the challenge is there for individuals with the right skills, motivation and attitude.

Federal agencies fill jobs two ways, competitively and non-competitively. Individuals with disabilities may apply for jobs filled either way. Individuals who are selected for jobs must meet the qualification requirements for the jobs and be able to perform the essential duties of the jobs with or without reasonable accommodation.

Jobs Filled Competitively

Jobs that are filled competitively are advertised through USAJOBS®. Each job advertisement contains instructions on how to apply. Over 40,000 jobs are available each day.

USAJOBS® allows applicants to complete an application online. Please follow the instructions listed under the How To Apply section in the job opportunity announcement.

Applicants can register to receive an email every day that matches the type of job they are interested in obtaining through the Saved Searches feature in their My USAJOBS account.

Jobs Filled Non-competitively

Individuals with Intellectual Disabilities, Severe Physical Disabilities, or Psychiatric Disabilities and have documentation from a licensed medical professional (e.g., a physician or other medical professional certified by a state, the District of Columbia, or a U.S. territory to practice medicine); a licensed vocational rehabilitation specialist (i.e., state or private); or any Federal agency, state agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits may apply for non-competitive appointment through the Schedule A
(5 C.F.R. 213.3102(u)) hiring authority. Applicants with documentation may apply directly to agencies' Selective Placement Coordinators or equivalent to be considered for jobs. Applicants should send a resume plus the pertinent documentation to the Selective Placement Coordinator or equivalent.

THE FEDERAL JOB SEARCH A Three-Step Process

Although the actual job search is your responsibility, the U.S. Office of Personnel Management (OPM) has developed the USAJOBS® program to assist you along the way. The Federal Employment Information System brings you up-to-date, comprehensive employment information.

Come Work for America. We have made the process simple! Your job search for Federal career opportunities is a "Three – Step Process."

Step 1 – Create Your Account

Set up your "My USAJOBS®" account to:

Create & Post resumes
Attract employers
Have jobs emailed to you
Step 2 – Search for Jobs

You do not need to create a "My USAJOBS®" account to search for jobs. Just enter your desired job information and search the database of thousands of jobs. Use your resume to apply online instantly.

You can also search our jobs database by phone. Call 1/703-724-1850 or TDD 1/978-461-8404 to access the same information that is on the USAJOBS® website.

Step 3 – Manage Your Career

Get all the information and advice you need on obtaining a job in the Government.

It's That Easy!

Daily updates provide a constant influx of opportunities. The USAJOBS® system is designed to ensure access for customers with diverse physical and technological capabilities. Apply for a Federal position and make a difference in the lives of the American Public.

Schedule A Training for People with Disabilities

To view the Schedule A Training for People with Disabilities, visit http://golearn.gov/HiringReform/index.htm.

SPECIAL APPOINTING AUTHORITIES FOR INDIVIDUALS WITH DISABILITIES

The Federal Government has a special Schedule A (5 C.F.R. 213.3102(u)) appointing authority for persons with Mental Retardation, Severe Physical Disabilities, or Psychiatric Disabilities.

Disabled veterans may also be considered under special hiring programs for disabled veterans with disability ratings from the Department of Veterans Affairs of 30% or more.

Proof of Disability and Certification of Job Readiness

Eligibility for appointment under this Schedule A (5 C.F.R. 213.3102(u)) authority consists of two parts:

Proof of Disability: An individual wishing to be hired under this Schedule A (5 C.F.R. 213.3102(u)) authority must provide proof he or she is indeed an individual with mental retardation, severe physical disability, or psychiatric disability. This proof must be provided to the hiring agency before an individual can be hired.

This proof may be in the form of documentation obtained from licensed medical professionals, state or private vocational rehabilitation specialists, or any Government agency that issues or provides disability benefits.
Certification of Job Readiness: An individual hired under this authority must be ready to perform the job for which they are being considered. This certification is a statement that the individual is likely to succeed in the performance of the duties of the position for which he or she is applying. For instance, the certification of job readiness for an individual applying for a position as an Administrative Assistant or an Accountant may state that the "individual is likely to succeed performing work in an office environment."

This certification of job readiness may be obtained from the same individuals that provided the proof of disability. The certification may be on the same documentation as the proof of disability or it may be a separate document.

In situations where an individual has the proof of disability documentation, but not the certification of job readiness, hiring agencies have the discretion to place an individual on a temporary appointment under Schedule A (5 C.F.R. 213.3102(u)) to determine an individual's job readiness.
Finding a Position

In addition to competing for a position by applying through a vacancy announcement, the Federal Government's Selective Placement programs include a special hiring authority for hiring individuals with Mental Retardation, Severe Physical Disabilities, or Psychiatric Disabilities.

You may apply for employment directly to agencies, which may use this authority to streamline the appointment of individuals with disabilities. If you are interested in being considered under this special authority, and have proof of disability from a licensed medical professional (e.g., a physician or other medical professional certified by a state, the District of Columbia, or a U.S. territory to practice medicine); a licensed vocational rehabilitation specialist (i.e., state or private); or any Federal agency, state agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits, you should contact the Federal agency where you wish to work. Ask for the Selective Placement or Disability Employment coordinator or their equivalent.

Certain veterans may also be considered under special hiring programs for disabled veterans with disability ratings of 30% or more. Your Department of Veterans Affairs vocational rehabilitation counselor should be able to provide you with additional information about this process.

Agency Selective Placement Program Coordinator (SPPC)

Managers develop, manage and evaluate the agency's Affirmative Employment Program for Individuals with Disabilities. They are primarily located at agency headquarters and can provide information on coordinators at local installations. Use the Selective Placement Program Coordinator (SPPC) directory to find a Coordinator.

Each agency is responsible for monitoring the activities of its designated Selective Placement Coordinators and also for notifying OPM when a new coordinator is selected. When a new Selective Placement Coordinator is selected, agencies must notify OPM by sending an email to DisabilityEmployment@OPM.gov

Most Federal agencies have a Selective Placement Program Coordinator, Special Emphasis Manager (SEM) for employment of adults with disabilities, or equivalent, who helps agency management recruit, hire and accommodate individuals with disabilities at that agency. These Coordinators or Managers have many roles and responsibilities, including:

Advising managers about candidates available for placement in jobs under special hiring authorities, and providing managers with information on reasonable accommodation and needs assessments for applicants and employees.
Helping managers determine the essential duties of the position, identify architectural barriers and possible modifications that allow individuals with disabilities to perform essential duties.
Helping persons with disabilities get information about current job opportunities, types of jobs in the agency and how these jobs are filled, and reasonable accommodation.
Working with public and private organizations involved in the placement of applicants with disabilities to provide information about their agency program and job opportunities and to facilitate the placement of applicants with disabilities in their agency.
Monitoring and evaluating selective placement program efforts and activities for individuals with disabilities to determine their effectiveness, and making changes as needed to improve program effectiveness.
Managers develop, manage and evaluate the agency's Affirmative Employment Program for Individuals with Disabilities. They are primarily located at agency headquarters and can provide information on coordinators at local installations. Use the Selective Placement Program Coordinator (SPPC) directory to find a Coordinator.

Each agency is responsible for monitoring the activities of its designated Selective Placement Coordinators and also for notifying OPM when a new coordinator is selected. When a new Selective Placement Coordinator is selected, agencies must notify OPM by sending an email to DisabilityEmployment@OPM.gov

Reasonable Accommodation

Sometimes it is necessary for Federal hiring officials to make a reasonable workplace accommodation for a person with a disability, if requested and appropriate (unless so doing will result in undue hardship to the agencies). Reasonable accommodation can apply to the duties of the job, and/or where and how job tasks are performed. The accommodation should make it easier for the employee to successfully perform the duties of the position. Examples of reasonable accommodations include providing interpreters, readers, or other personal assistance; modifying job duties; restructuring work sites; providing flexible work schedules or work sites; and providing accessible technology or other workplace adaptive equipment.

An individual can request reasonable accommodation either orally or in writing. Individuals who need reasonable accommodation are responsible for making their needs known to their supervisors. The supervisor and the individual should clarify the individual's needs, and identify the appropriate reasonable accommodation required to meet those needs.

Further details are available on the following websites:

Read OPM guidance to Federal agencies on Disability Discrimination as well as case law and policies.
Read the Department of Labor Office of Disability Employment Policy (ODEP) guidance to agencies on worksite accommodations solutions, recruitment services, etc.
Read how the Computer/Electronic Accommodations Program (CAP), a program of the Department of Defense, provides assistive technology and services to individuals with disabilities, Federal managers, supervisors, IT professionals, and Wounded Services Members. CAP provides necessary accommodations FREE OF CHARGE to federal agencies.
Read U.S. Equal Employment Opportunity Commission (EEOC) Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act, October 17, 2002.
Read EEOC Policy Guidance On Executive Order 13164 which establishes procedures to facilitate the provision of reasonable accommodation, October 20, 2000.
Read Questions and Answers - Policy Guidance On Executive Order 13164 which establishes procedures to facilitate the provision of reasonable accommodation, October 20, 2000.
Read EEOC Enforcement Guidance on the Americans with Disabilities Act (ADA) and Psychiatric Disabilities, March 25, 1997.
Read ADA Enforcement Guidance on pre employment disability-related questions and medical examinations, October 10, 1995.

Workforce Recruitment Program

The Workforce Recruitment Program for College Students with Disabilities (WRP) is a recruitment and referral program that connects federal sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. The U.S. Department of Labor's Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense's Office of Diversity Management & Equal Opportunity (ODMEO) manage the program, which continues to be successful with the participation of many other federal agencies and sub-agencies. Since the program's expansion in 1995, over 6,000 students and recent graduates have received temporary and permanent employment opportunities through the WRP.

In the fall of 2011, 100 recruiters from over 40 federal agencies and sub-agencies visited over 270 college and university campuses nationwide, resulting in a database containing application information on more than 2,200 candidates with disabilities. The candidates represent all majors, and range from college freshmen to graduate students and law students. This database is currently available for use by federal employers. During the summer of 2011 over 580 candidates were reported as being hired, the majority in summer jobs, in 40 different agencies and sub-agencies.

New User?

The WRP system supports several different types of users. To learn how you can gain access to the WRP system, click on the link that best describes you or your organization:

Employer
School
Student
Employers

Employers in the federal government can request a password to gain access to the WRP database. If you are an employer in the private sector, you can take advantage of the WRP through the Employer Assistance and Resource Network (EARN) at www.askEARN.org, call 855-275-3276, or visit the WRP page directly at http://askearn.org/r-wrp.cfm.

Schools

The WRP is run on an annual basis and requires applicants to have an interview with one of our recruiters during an on-campus recruitment visit. The interviews take place during the fall of each year. To be eligible for the WRP, candidates must be current, full-time undergraduate or graduate students with a disability, or have graduated within one year of the release of the database each December. For the 2013 WRP release, interviews will be held in the fall of 2012. A candidate who graduated in October, 2011 or later would still be eligible to participate. Students must be U.S. citizens.

Schools that would like to participate in the WRP must be accredited by one of the accrediting agencies recognized by the US Department of Education, and must provide a one-day schedule of at least eight eligible candidates for our recruiter to interview. We do not work directly with individual candidates, but rather work through points of contact at the schools. If your school is interested in participating in the WRP please send an email with your contact information to the WRP Coordinator at wrp@dol.gov. Information is sent out each year in the spring to register for our recruitment schedule for the following fall.

Students

To be eligible for the WRP, candidates must be current, full-time undergraduate or graduate students with a disability, or have graduated within one year of the release of the database each December. For the 2013 WRP release, interviews will be held in the fall of 2012. A candidate who graduated in October, 2011 or later would still be eligible to participate. Candidates must be U.S. citizens. If you are an eligible candidate, share this information with your school's disability services or career services coordinator, and ask him or her to contact the WRP Coordinator at wrp@dol.gov. Please understand that we work directly with college coordinators, and cannot respond to inquiries from individuals.

Resources

Please click here to view available resources regarding employment of people with disabilities. Check back on a regular basis for additional links and resources.

Leadership for the Employment of Americans with Disabilities (LEAD) Resources from the Equal Employment Opportunity Commission:

http://archive.eeoc.gov/initiatives/lead/resources.html

Department of Labor's Office of Disability Employment Policy (ODEP):

http://www.dol.gov/odep/

Disability.gov website: http://www.disability.gov/

Contact Us

You can contact us at wrp@dol.gov.

About Us
Privacy Policy
Accessibility Statement
Contact Us
Copyright 2012 Workforce Recruitment Program (WRP)

Cosponsored by the Department of Labor's Office of Disability Employment Policy and the U.S. Department of Defense.

The information contained herein is for United States Government use only and should be treated as privileged information. Safeguard the confidential nature of this data.

Medicaid Managed Care and Long-Term Services and Supports

Medicaid managed care for persons who needed acute care, doctors,
prescriptions, etc. has been around for years. In the past, States
"carved out" persons with disabilities for, at least, "long-term services
and supports," i.e., nursing home institutions and community-based
waivers, personal care options and home health.

Recently, the AARP and National Assn. of States United for Aging and
Disabilities issued a report entitled "On the Verge: The Transformation of
Long-Term Services and Supports." In this Information Bulletin, we try to
highlight some important points raised in this report. One important
caveat is that not all States responded to the AARP/NASUAD survey.

1. 12 states already have Medicaid Managed Care for Long-Term Services
and Supports, and another 11 states have plans for implementation in 2012
or 2013.

a. 13 have or require mandatory enrollment; 4 have not yet decided.
b. 4 States plan to expand statewide or to larger areas.
c. 5 States have or will require mandatory enrollment with opt-out, 2
states a voluntary opt-in, and 1 state both opt-in and opt-out.
d. 6 states have a mandatory enrollment and no opt-out.
e. Home and community-based services included in 18 States (10 of the 18
will include 1915(i) services), but 4 States excluded HCBS.
f. 15 states include nursing facilities in MMLTSS. Some states with
existing MMLTSS include nursing facilities within their capitation
rates.
g. 16 include self-directed personal care servies.

2. 28 states are focusing on integrating Medicare and Medicaid services
for the dual eligibles -- MA and Medicare. "On the Verge" wrote that
"these individuals typically are poorer and sicker than other Medicare
beneficiaries, use more health care services and thus account for a
disproportionate share of both Medicare and Medicaid spending."

a. 13 states integrate services for dual eligibles or have definite
plans to do so. 8 are considering integrating.

3. Fewer states made cuts to Medicaid LTSS in 2011 than in 2010.

a. 6 states restricted HCBS benefits in 2011 and 2012.
b. 10 states increased HCBS Waiver expenditures by less than 5%,
and 17 by more than 5%.

4. Of 36 responding States, 20 reported declines in MA nursing
facility residents, 9 expected the number unchanged and 7 States had
increases in the number of nursing home residents in 2010-11. In
2011-12, 17 reported a decrease, 15 stayed the same and 5 reported an
increase.

5. With regards to taking advantage of various provisions in the
Affordable Care Act, there was a lot of uncertainty due to the pending
litigation. Nevertheless,

a. 21 States were considering the Balancing Incentive Program, 9 "don't
know," and 3 decided to take advantage of the extra federal match.
b. 22 States were considering the 1915(i) State Plan Option, 3 decided
they would definitely implement it, and 7 States reported they would
not pursue it.
c. Despite the 6 enhanced federal percentage points, 18 States reported
they were considering the Community First Choice Option, and 5
States indicated they definitely would implement.

6. In 2010, of the 39 States reporting, 17 increase nursing home
provider reimbursement, 7 increased personal care and 9 waiver provider
reimbursements. In 2011, of the 36 States reporting, 26 increased
nursing home provider reimbursements, 3 States increased personal care,
and 9 increased waivers.

7. In 2011, of the 36 States reporting, 25 decreased nursing home
provider reimbursements, 6 decreased personal care and 8 decreased
waiver provider reimbursements

Steve Gold, The Disability Odyssey continues

Back issues of other Information Bulletins are available online at
http://www.stevegoldada.com
with a searchable Archive at this site divided into different subjects.
As of August, 2010, Information Bulletins will also be posted on my
blog located at http://stevegoldada.blogspot.com/
To contact Steve Gold directly, write to stevegoldada1@gmail.com or
call 215-627-7100. Ext 227

Bridges- From School to Work, for People With a Disability

Established in 1989 by the Marriott Foundation for People with Disabilities, Bridges from School to Work engages employers, schools, community resources, youth and their families to help businesses meet their workforce needs while offering young people with disabilities the opportunity to learn, grow and succeed through employment.

Each year, Bridges helps more than a thousand young people–most of whom are transitioning out of high school special education–prepare for the workplace and find a job with an employer in need of qualified, entry-level applicants. Creating and supporting mutually beneficial competitive employment relationships, the program creates opportunities for employment for youth while driving bottom-line results for business.

Guiding Principles for Success

Using a comprehensive approach rooted in a context of long-term vocational planning and development, the Bridges model actively involves all parties to the employment relationship in supporting its success. All services are guided by three fundamental principles:

• Bridges is an employer-driven model—to achieve lasting employment success, the needs of the employer must be understood and met.
• Bridges focuses on abilities, not disabilities—businesses hire people who can do; if the job match is right, an individual’s limitations should be largely irrelevant.
• Bridges provides the support necessary to stabilize the employment relationship—the program’s focus is on long-term employment success, not simply job placement.

Component parts of the Bridges model are informed by each of these principles and are designed to address the critical factors for employment success and vocational growth. Delivered over a 15-24 month period by qualified staff, these component parts include skills assessment, career planning, job development, placement, evaluation, action planning and follow-up. A schematic diagram of the model provides a pictorial representation of how each of these individual pieces fit into the whole. Bridges activities and results are closely tracked and monitored through a comprehensive, proprietary, web-based data management system. The system allows effective record keeping and management of all aspects of the youth’s employment progress while enabling a process of continuous quality improvement throughout Bridges as an organization.

Workforce Development Solutions Nationwide

Bridges was launched in Montgomery County, Maryland in 1990 and has since expanded across the country with offices in Atlanta, Chicago, Dallas, Los Angeles,Oakland, Philadelphia, San Francisco and Washington D.C. In each of these offices, our staff is working to create mutually beneficial employment solutions that strengthen individuals, companies and communities.

Supporting Business with a Commitment to Excellence

More than 3,500 employers, large and small, and across diverse industries, have partnered with Bridges from School to Work to meet their hiring needs. These employers express consistent satisfaction with Bridges—in fact, nearly 40 percent have made multiple hires through the program. Bridges works because our staff takes the time to thoroughly understand the employer’s needs and thoroughly screen potential applicants before proposing a job match. With mutual benefits as the ultimate goal, Bridges is helping businesses fill entry-level jobs while offering support to create long-term employment successes.

Assisting Young People to Employment Success

With a focus on the skills, interests and experience of the youth they serve, Bridges has helped more than 16,000 young adults with disabilities get a start on a vocational path. The program is non-categorical as to whom it serves—its most important priority is working with youth with a genuine commitment to employment success. Beyond that, primary criteria for program participation are:

• 17-22 years old
• Documentation of a disability through an Office of Vocational Rehabilitation, an IEP, or medical professional
• A valid social security number (or other U.S. citizenship document)

Initially, Bridges staff provide customized employment assessments and offer work-readiness workshops while getting to know each youth as thoroughly as possible. With this knowledge, the best possible job matches can be suggested and appropriate support provided. All services are made available in the context of planning and goal-setting for ongoing vocational growth. Staff intervention is customized for each participant, but typically lasts in the range of 15-24 months.

Working With School Systems, Vocational Rehabilitation and Workforce Agencies

Bridges partners with school systems, vocational rehabilitation and workforce agencies in local communities to identify young people with disabilities appropriate for program participation, and to gain the appropriate assistance and support in the process of helping youth achieve employment success. The program typically begins working with participants when they are in their last year of high school or have just exited. Bridges also serves out-of-school youth who are 17-22 years old.

"My Employment Options" dot com

Employment Options is a Certified Social Security Administration (SSA) Employment Network for the Ticket To Work program.  Our company has been in business for over 18 years.   Our primary goal is to help beneficiaries on disability insurance (SSDI) and supplemental insurance (SSI) find suitable jobs for either part-time or full-time positions. 

We also service credible, stable employers nationwide locate quality, pre-screened applicants to fill work at home jobs.  Employers can receive up to a $2400 Tax Credit per employee in the Ticket To Work program.

All of our services are absolutely free to qualified beneficiaries and all employers.  To find out if you qualify for a free job placement, make a selection and fill out ourform.

Our team can help walk you through the Ticket To Work process, offer resources to help you in your interview and find a job that suits your challenges and qualifications.

To read about our staff members and their biographies, click here to learn more.

Get started now and find out if you qualify!