Orlando July 12-13, 2012

Overview of the Vocational Rehabilitation Program in Florida

A Federal/State Partnership with USDOE/RSA

To Assist Individuals with Disabilities with Employment

1918 – The Soldiers Rehabilitation Act Supplemented traditional pension given to soldiers with a disability with vocational rehabilitation where employment was “feasible” 1920 – Smith-Fess Act Extended vocational rehabilitation to civilians 1935 – Social Security Act Established vocational rehabilitation as a permanent program 1973 – Rehabilitation Act Right to participate in planning a rehabilitation program Choice

It is the mission of the Florida Division of Vocational Rehabilitation to help individuals with disabilities achieve gainful employment and the highest level of independence

 A person with a physical or mental impediment  Has a record of such impediment  Or is regarded as having one

A disability is defined by the ADA as a physical or mental impairment of a person that substantially limits one or more major life activities such as… Walking Talking Breathing Eating Seeing Hearing Learning Psychological Functioning, etc…

 Clear, strong, consistent, enforceable standards addressing discrimination by reinstating a broad scope of protection under ADA  The term “disability” must now be construed in favor of broad coverage of employees “to the maximum extend permitted “Major life activity” –Major bodily functions

The individual requires vocational rehabilitation services to prepare for, obtain, retain, or regain employment.

Receiving Social Security Disability Income or Supplemental Security Income and intend to become employed.

An eligibility decision should be made within 60 days after you apply for services.

Speech and Language Therapy On-Site Job/Task Analysis Training and Education After High School Medical and Psychological Diagnosis and Treatment

Vocational Evaluation Career Planning Job Placement Counseling and Guidance Assessment of Technology Needs Job Coaching

Mental Illnesses In The Workplace

 28 million workers in the U.S. workforce experience a mental or substance use disorder:    #1 Alcohol abuse/dependence #2 Major depression #3 Social phobia, an anxiety disorder Hertz, Rob P. PhD and Christine Baker, “The Impact of Mental Disorders on Work,” June 2002

 Stigma is the aura of shame and blame  It is a barrier to well-being and a full life  It holds applicants back  Deters people from seeking help  May cause discomfort for returning employees

   Stigma is not just the use of the wrong word or action Stigma is a barrier and discourages individuals and their families from getting the help they need due to fear of being discriminated against Many people would rather tell employers they have committed a petty crime and were in jail than admit to being in a psychiatric hospital

What People Believe….

Nearly half of the population associate mental illness with violence  57% believe that mental illnesses can not be diagnosed as accurately as physical illnesses   Many peers think that mental illness is a poor excuse for bad behavior  38% unwilling to be friends with a person having a mental health problem 64% unwilling to have a person with schizophrenia as a co-worker

Myths

 People with mental illnesses can’t hold jobs  Media often ridicules mental illnesses and portrays them as depressed and dangerous  Horrific events are covered by the media, whereas, stories of hope and recovery are not

     A sense of purpose A sense of pride A sense of belonging Valuable social interaction Role Recovery work is so integral to one’s self-worth, finding and belonging to a mental health-friendly workplace is of great significance to people who have experienced mental illnesses

New EEOC Rules on Criminal Histories May Affect Small-Business Hiring

Many small businesses had no idea there was anything wrong with a blanket ban on hiring anybody with a criminal record

In April, the Equal Employment Opportunity Commission (EEOC) signaled a crackdown on employers that use criminal histories to discriminate against job applicants illegally. But to judge from conversations with business owners, labor lawyers, and human resources consultants, many small businesses had no idea there was anything wrong with practices like a blanket ban on hiring anybody with a criminal record. The notion that using criminal records in employment decisions could constitute discrimination has been government policy since at least the 1970s. The EEOC has in the past issued policy statements about how employers may use criminal records without running afoul of the Civil Rights Act, but in April the agency published new enforcement guidance. Though the underlying theory appears unchanged, labor lawyers say the new policy requires companies to establish procedures to show they are not using criminal records to discriminate by race or national origin

On-The-Job Training

What is On-the-Job Training (OJT)?

Making the Match

To expand the employment opportunities for most individuals receiving SSDI and/or SSI benefits.

 Reduce their dependency on SSA

   Less than 1% of SSDI and SSI beneficiaries attain paid employment enabling them to be self-sufficient One-third of the people who leave the rolls return in 3 years If one half of one percent of those individuals were to attain self-supporting employment, savings would total $3.5 billion

    Address barriers that beneficiaries encounter when obtaining/returning to work Expand availability of health care services and medical coverage Eliminate work disincentives Provide enhanced benefits planning and assistance from service providers

   To expand the number of service providers who are available to serve beneficiaries. Increase the number of beneficiaries entering the work force.

Reduce dependency on cash benefits.

       Social Security Administration (SSA) Beneficiaries MAXIMUS Employment Networks (ENs) State VR Agencies Work Incentives Planning and Assistance (WIPA) Disability Rights Florida

     Designated by Congress to oversee the implementation of the Ticket to Work Program Responsible for writing the Regulations for the TTWP Monitoring the success/short-comings of the TTWP Determining which beneficiaries will receive tickets Has final say on all decisions

 Organizations or groups of organizations that have come together to provide necessary services to a beneficiary in support of an employment goal  Recruited by MAXIMUS; approved by SSA

    Responsible for overseeing the administration/day to-day functions of the TTWP Maintain list of available ENs Ensure all information is in accessible format to beneficiaries Resolve payment issues   Monitor ENs to ensure adequate choices are available to beneficiaries Ensure EN services are available to beneficiaries in all geographical areas

 SSA funds P & A services, an advocacy and protection program dedicated to beneficiaries of Social Security.  Ticket beneficiaries must contact this program for rights and remedies under the Ticket Program.

   * Between Ages 18 to 64 * Receiving Social Security Disability Benefits (SSI or SSDI) * Completed a Medical Review by SSA

    * Once you are eligible, contact MAXIMUS for information regarding the Program * Select an Employment Network with which to receive services * Activate your Ticket by signing a Plan of Employment * Once you are working take advantage of Ongoing Support Services to help you stabilize in employment

    Preliminary Consultation (Information & Referral) Benefits Summary and Analysis Work Incentives Analysis and Plan Optional Services as required

Preliminary Consultation (Information and Referral) This service is offered to eligible DVR consumers early in the rehabilitation process and may be provided to consumers at Referral or Application Statuses . DVR Orientations and Initial Interviews will be revised to include basic information concerning the impact of working on SSA benefits and a general review of the Work Incentives available to Ticket-holders.

Benefits Summary & Analysis (BS&A) This service is for consumers in Plan Development to Service statuses or beyond and includes verification of benefits through the Benefits Planning Query (BPQY), gathering information about benefits from all relevant sources, such as SSA, Medicaid, Medicare, food stamps, subsidized housing, etc., and conducting a detailed, in-person intake interview with the consumer to begin to analyze which work incentives could apply to their situation and the impact considering various scenarios (i.e., not working, working part-time and working full-time).

Work Incentives Analysis & Plan (WIAP) This service is for individuals in Plan Development to Service statuses and beyond and have an offer of employment in a specific job or are working already, and will be working more than 10 hours a week. It includes verification of benefits (BPQY), gathering information about benefits from all relevant sources, such as SSA, Medicaid, Medicare, food stamps, subsidized housing, etc., and conducting a detailed, in person intake interview with the consumer to begin to analyze which work incentives could apply to their situation.

    Assisting a consumer with establishing an IRWE (Impairment Related Work Expense) Assisting a consumer with establishing an Employer Subsidy.

Assisting a consumer with resolution of a specific benefits issue, e.g., overpayment Assisting with the development of a Plan for Achieving Self Support (PASS)

How do I become a vendor websites

Register with the My Florida MarketPlace (MFMP)

Statewide electronic procurement system at:

https://vendor.myfloridamarketplace.com/

This online registration must take place prior to DVR’s Standard Vendor Application process being finalized

http://www.rehabworks.org/index.cfm?fuseaction=SubMain.Vendors

A vendor is a person or business that works with people who have physical or mental disabilities to prepare for, gain or retain employment by providing training opportunities

On-The-Job Training & The Employer

 Provide Information for the Monthly Progress Report

The provider is contractually responsible for the development and submission of the OJT Agreement

   Track and report OJT Participant’s training hours Report progress of OJT Participant’s on learning the various components of the job Identify any Training Strategies to address Challenges

On-The-Job Training & The Employer

 Participant Payment & Employer Reimbursement  OJT Participant is paid by the Employer Reimbursement to the Employer occurs one time per month based on number of hours recorded on the Monthly Training Progress Report multiplied by the total hourly rate on the approved OJT Agreement

 If VR provides services, helps the Ticket holder get a job and closes the case, the Ticket-holder’s Ticket still has value!

 Even if the Ticket-holder is working, the Ticket-holder can be referred to an EN for additional services.

 Provide Beneficiaries with Other Service Provider Options  Ensure Seamless Sequential Services from VR and EN  Address the Need for a System of Ongoing Support

   Must be an Employment Network as approved by SSA Must be certified by DVR as a Vendor of EN Services DVR will execute a Memorandum of Agreement with EN to initiate the partnership. Call DVR for more information and assistance – (850) 245-3341 or via website – www.rehabworks.org

 Referral of Clients for Post Employment Services At case closure, the Division may refer consumers to an EN, who is also a qualified DVR vendor of Employment Network Services, for job-related services that will aid a consumer in achieving Substantial Gainful Activity (SGA) levels of employment. SGA is achieved when a consumer is employed for nine (9) months within a twelve (12) month period and the consumer is earning, during that period of time, SGA earnings established by the SSA.

 Payment for Services $1000 for providing ongoing support that results in the consumer being able to achieve at least 7 months of SGA employment that will lead to 9 months of SGA employment and a valid claim for DVR to be reimbursed for the cost of its services.

 REFERRAL FORM  MONTHLY PROGRESS REPORTS  INVOICE FOR SERVICES

Total Cases – 1301 31.6% of total – above SGA 68.4% below SGA 21.6% at 75% - 99% of SGA 28.5% at 50% - 74% of SGA 18.3% at 49% or less of SGA

Cases below 50% of SGA (238) 217 – Average Weekly Wage if working full time would be at SGA 8 – at SGA if working 20 hours per week

A WIN! WIN! WIN !

 Beneficiary  DVR & ENs  SSA

The Work Opportunity Tax Credit was designed to provide a tax incentive to employers for hiring individuals with disabilities and certain target groups to help them enter or re-enter the labor force

Federal Tax Credits

From $2,400 up to $9,600 worth of credit www.doleta.gov/wotc www.irs.gov/form8850

 NEW

The Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011, provides seamless transition for Service members, expands education and training opportunities for Veterans, and provides tax credits for employers who hire Veterans with service-connected disabilities.

  U.S. Department of Veterans Affairs Washington, DC 20420 Reviewed/Updated Date: June 11, 2012

FLORIDA Gloria Harrison Department of Economic Opportunity WOTC Program MSC G-300 107 EAST MADISON STREET TALLAHASSEE, FL 32399-4140 Phone: 850-921-3299 Email: [email protected]

Tax Credits and Financial Incentives

Architectural/Transportation Tax Deduction: IRS Code Section 190, Barrier Removal Allows businesses an annual deduction of up to $15,000 for expenses incurred to remove physical, structural, and transportation barriers for persons with disabilities in the workplace

Tax Credits and Financial Incentives Small Business Tax Credit: IRS Code 44, Disabled Access Credit Helps small businesses cover the cost of making their businesses accessible, up to a maximum benefit of $5,000

I.R.S. Code Section 44 Disabled Access Credit Sign language interpreters Readers or materials (Braille or large print) for employees who have visual impairments Adaptive equipment Consulting fees

The VR Corporate Consultant works one on one with employers to assist with disability and employment issues ADA training and consultation Reasonable accommodation services and information Disability Awareness Training

www.abletrust.org

Grant Philosophy The Able Trust's mission is to be a key leader in providing Floridians with disabilities successful opportunities for employment. One way our mission is accomplished is through the Grant Program.

The goal of The Able Trust grant program is to provide funds to qualifying organizations to assist individuals with disabilities gain competitive employment of their choice in their community.

The Able Trust recognizes the great diversity of people across the state of Florida and is fully committed to providing grant funding opportunities that serve different disability populations in both Florida’s urban and rural areas .

www.abletrust.org

The Able Trust will accept proposals for review from organizations that are either governmental agencies or are currently qualified as tax exempt under Internal Revenue Code Section 501(c) 3 which demonstrate an interest to serve the employment needs of individuals with disabilities in the state of Florida

The Able Trust Ability Awards Annually recognizes small and large employers for best disability employment practices Award recipients receive a commendation from the Governor

CLOSING THOUGHT Accept Difference Value Difference Teach Difference Till Difference Doesn’t Make a Difference

Division of Vocational Rehabilitation 2002-A Old Saint Augustine Rd.

Tallahassee, FL 32301-4862 1-866-515-3692 www.rehabworks.org