Good afternoon, everybody and welcome to our webinar today. My name is Karla Bell and I would like to welcome them into the webinar entitled work and personal assistance services, maintaining and using IHSS in the workplace. Brought to you by the California health incentives improvement project and the San Diego State University and Interwork Institute. Presenting today will be myself and Rachel Stewart. We are both program managers with California's health and health incentives improvement project. So, here are some teams to get everybody started. If you would like to use the close captioning did a please click the window pulldown menu, that is up in the upper left-hand corner and select show closed captioning. A captioning window will appear on your screen and you can resize and move the window to meet your viewing needs. We will be taking your questions at the very end of today's presentation so please jot down any questions you have as we go through the presentation. We will open the webinar chat window for questions once the presentation has been completed. Also certified rehabilitation credit CRC credits will be available for the webinar. To receive CRC credits you will need to complete a survey and a short quiz. And at the end of the webinar we will provide links to the CRC was in the survey. We will also follow up with an e-mail with fillings as well and a link to the archive of the webinar if you would like to listen to it again. So now I am going to turn it over to my co-presenter Rachel Stewart to begin information on in-home supportive services for you.

>>  Okay, hello everybody and happy Friday. I am just going to talk first about who is eligible for in-home supportive services often known as IHSS. Pretty much any California resident living in his or her own home who is already eligible for mad cow has the potential to be eligible for IHSS. They have to meet what is called the needs assessment and there are a lot of different requirements in that arena. Before eligibility categories that people with disabilities on most often used to get on that account included SSI (inaudible), aged and disabled federal poverty level income, and both of those are free to beneficiaries. So they don't have to pay a shared cost nor a monthly premium. Another program is called America working disabled program which Karla will talk a little bit more about later on in the presentation and the program you do need to pay a monthly premium however that is a little bit more affordable monthly premium. But there is also the age to blind and disabled medically needy Medi-Cal and this is not aware you have to pay a fair share cost out of pocket which is usually a large upfront expenses for both the hotel and IHSS services. And there's a lot more detailed information on each of these programs of the disability benefits one-to-one website under the Medi-Cal program description. And you can find out by going to the website at www.DV101.org. So in-home supportive services are services that help individuals remain safely in their home. And this can include housecleaning, meal preparation, cooking or feeding, laundry, personal care services which include bowel, bladder care help using the restaurant, eating, grooming, dressing and transferring all those different things that people require for personal care needs. Also included is an accompaniment to medical appointments. So if the individual has to go to a doctor as well as protective supervision for individuals with intellectual disabilities or mental health disabilities. And now I'm going to turn it over to Karla, but first we are going to talk about busting some myths today. Hopefully you guys have seen the show myth busters where they go about busting and all sorts of myths, and we have plenty of myths to bust today with regard to Medi-Cal and in-home supportive services. And with that I'm going to pass it back to Karla to talk about the first myth

>>  First, thanks Rachel, so the first, a very common myth that cannot necessarily prevent individuals from looking for work or accepting a job offer is if I go back to work I will loose my Medi-Cal and my in-home supportive services. Today I want to introduce you to two programs that address the healthcare barrier for individuals with a disability do not have to choose between taking a job in keeping health care or let the fear of loss of healthcare stop them from working. These programs are the supplemental security program are SSI work incentives called 1619b and the Medi-Cal working disabled program. So, supplemental security income is a work incentives called 16 1619b being the allows working SSI recipients to keep their free Medi-Cal coverage. And a free Medi-Cal coverage can continue until the earnings reach a threshold amount. These amounts vary between states, different states have different amounts and they also change every year as well. So currently right now we've got the amounts two dozen 11 threshold amounts for 1619b for California and for individuals who are not blind, the amount is $35,023. For individuals who are blind for a threshold amount is $35,716. If a person has high medical costs or publicly funded attended such as IHSS they can earn even more and have what is called an individualized threshold calculated. Another protection that 1619b provide these as a person has to stop working, maybe they are laid off or the disability gets worse and they have to stop or the earnings decrease, SSI benefits can restart again so that is called reinstatement. So another protection if you receive SSI you go to work and are using 1619b to keep the Medi-Cal while you are working if something happens that you stop working or the earnings decrease your SSI benefits can be reinstated. So to qualify for 1619b you have to have been eligible for an SSI cash payment for at least one month. You'd be eligible for a cash payment except for your earnings. So your earnings as well as making your SSI payment go to zero. So folks that are in 1619b status, the earnings are high enough that the SSI payment has gone to zero, or zeroed out. But they are still able to keep the Medi-Cal health insurance because they are earning below the threshold amount that I mentioned. Also the person of course also still has to be disabled or blind and meet other eligibility rules such as the resources required which right now is always $2000 for an individual or 3000 for a couple. You need to have Medi-Cal in order to work and have gross income that is insufficient to replace SSI Medi-Cal and any other publicly funded attended care. The work incentives is automatic so all somebody on SSI needs to do is report their income. Provide copies of the pay stubs, for example to the SSI claims representative to have the work incentives apply. Let's talk a little bit more about the individualized threshold that I mentioned for 1619b. So if you are someone who's earnings go above the current 1619b threshold amount, the $35,000 a year, if your earnings go above that there may be a way for you to have a higher individualized threshold. To do this you can work at the SSI claims representative at the Social Security office to have it calculated. Some indicators that you might qualify for either individual is turning threshold include if you have blind work expenses, which is any kind of expenses that a person who is blind would use, could be the cost of meals, could be the cost of system technology, anything they are paid for out of pocket. Assistive technology. Or if you have impairment related expenses by RW ESB acronym, something that is an expense that somebody on SSI is paying for out of their own pocket. It has to be related to the disability and they have to need it to work. So for example it could be the cost related to a service animal, the cost related to medication supplements or durable supplies just to name a few. Another thing that could indicate that you call 54 and individualized threshold is a plan to achieve supported which is a pass plan and SSI work incentives that allows the person to set aside other funds other than the SSI into an account to save up for something they need to reach their employment goal. So for example to save up for training or college. Also if you have a publicly funded personal attendant once again, IHSS services and medical expenses above the state average is the last thing that indicates you could qualify for an individualized threshold. Now, I know individuals who have individualized threshold for when calculated Social Security that are between anywhere between 60 and, 50 and $60,000 a year so your threshold could be a great deal. Well worth requesting that is calculated by the SSI claims representative if your earnings exceed the 1619b California threshold of $35,000. We also included the Social Security program's operation manual reference. A link here for the individualized threshold population. So if you're Social Security claims representative is not familiar with the individualized threshold it can be helpful to share the reference with that. The individualized threshold calculations are not very often by claims representative said the local security offices so you might need to work within area work incentives coordinator to help facilitate things. The area work incentives coordinator is a regional Social Security work incentives expert and they are out there training and assisting local stuff with complex work incentive issues and we have a link, slide into a find in the area work incentives coordinator that serves your area. Now, as I mentioned in my previous light on 1619b threshold for that program is $35,000, about. But if you have a job that pays really well and you do not qualify for an individualized threshold and SSI 1619bb threshold. It's also a great program if you're somebody who's not supplemental security income. For example many people receive Social Security disability insurance or SS DI benefits are enrolled in the working disabled program to continue the Medi-Cal why they are working. Let's review some of the eligibility requirements, unique features and benefits of the Medi-Cal working disabled program. Now, this program, to access this program you have to apply for it. Through your county Medi-Cal office. So, talking to a county eligibility working worker at the county eligibility office. So that took a 50% Medi-Cal working disabled program allows Californians with a disability to earn up to 55,000 ordered $76 a year and keep their Medi-Cal. Eligible couples can earn up to 74,588 year come and even higher wages are allowed if anybody has some of those impairment related work expenses, the out-of-pocket costs related to your disability. Now, to continue, or to receive full scope of Medi-Cal through the working Medi-Cal working disabled program a person will have to pay a monthly premium to access the Medi-Cal and in-home supportive services without a share of cost. So this is not a share of cost program by you to pay a monthly premium to get your Medi-Cal. And most premiums range from 2- $250. A month for individuals. And from $30-$375 a month for couples. So, some of the unique features of the Medi-Cal working disabled program include any disability-based income that you are receiving is except when determining eligibility for the program currently. Also when determining the premium for the program, currently. So if you are receiving Social Security disability insurance, workers comp, state disability or a private disability insurance benefit policies will be exempt when Medi-Cal is determining your eligibility for the program. Also you are allowed to have an IRS approved retirement account. So if you've got a 401(k), 403B or IRA or you become employed at your employer offers that for you you can have any of those programs and they will be exempt and not count toward the $2000 asset limit for individuals or $3000 asset limit for couples. So you can definitely build for your future with this program. Now, some other benefits. If you are somebody on Medicare health insurance, so if you are receiving, it is a federally based Medicare health insurance in your duly eligible if you get Medicare and Medi-Cal if you are doing the working disabled program benefits that you are able to access is that Medi-Cal will pay for your Medicare part B. premium. So that puts about $100 back in a person's pocket each month. And dual eligible can also qualify for the queue in being or qualified Medicare beneficiaries program which helps pay for Medicare costs such as premiums and deductibles. And a person can access in home supportive services to get personal assistant services not covered by Medicare or private insurance. If a person enrolls in the working disabled program they will also automatically qualify for the Medicare part D. low income subsidy which will cover the premium indestructible for benchmark part D. prescription plans. And the prescription co-pays will be less. Please note that Medi-Cal does not cover the part, the cost of part 2T co-pays for prescription but it will cover the co-pay for prescriptions of private insurance. So a lot of great benefits for somebody who has Medicare and Medi-Cal working disabled program. To qualify for the Medi-Cal working disabled program you must meet Social Security's definition of disability but the medical definition only. It does not count the part that considers the ability to earn income. The medical definition of disability for Social Security is a medically determinable physical or mental impairment that has lasted or is expected to last for a continuous period of not less than 12 months are expected to result in death. He do not have to cook currently receiving Social Security disability benefit in order to qualify. This program is for anybody with a disability who is working. Traditionally enrolled in the program if you're receiving a Social Security disability benefit insurance you provide a letter that shows prefer that to Gen. but if you are not receiving any kind of disability benefit at this time, the county will need to do a disability determination on your case to enroll. And see that you are definitely to meet the disability requirements. Now, to qualify individuals must be working and this can be full or part-time and it does include self-employment. Also the countable income must be below 2 to 50% of the federal poverty level. That must be employed by another person business or corporation or they may be self-employed or be an independent contractor. Now, work is undefined. So there are no set amount of hours required and there is no minimum earnings criteria. So individuals can find one that fits with their level of disability. Soon I would like to give you an update on some improvements that have finally gone into effect before the mad cow working disabled program. So, back in October of 2009 assembly Bill 269 was signed into law by our then Gov. Schwarzenegger. And this bill improves the Medi-Cal working disabled program by allowing additional income and resource exceptions, extends work stoppage protection for up to 26 weeks and also changes the current premium calculation. As of August 1, 2011 the less restrictive changes will be implemented. So, the state has to go through an approval process to do a state plan amendment to get these changes approved and those were approved recently, so the richer activity for these provisions to go into effect is August 1, 2011. The first of the less restrictive changes are going to be implemented and I'm going to go to those with you. Also just a heads up the department of health care services will be sending a notice to all current working disabled program enrollees about these changes. And also they are drafting and will be releasing an all county welfare Directors letter to the county about the details about these improvements as well. So as of August 1, 2011 the following less restrictive changes will be implemented. The first one eliminates the retirement age restriction by accepting retirement income that converts from Social Security disability insurance income. So individuals are receiving Social Security disability insurance that are enrolled in the working disabled program, once their SS DI benefit converts to retirement income which happens automatically for everyone when they reached their full retirement age, and what age your full retirement age is, it depends on your date of birth. And if you're not sure what that is you can go to the security website, SSA.GOC and they have a calculator on there that you can put your aged and they tell you at the Fort Cage is. So for folks getting SS DI when they had to throw retirement age in the SS DI benefits convert to retirement income, that income will continue to be exempt for the working disabled program. So it will not be countable, and before when I was not the case that was preventing people from accessing the program. So this illuminates a very significant age barrier for those folks. I just want to please note, individuals receiving disability income that converts to requirement, retirement income from other sources, sources other than Social Security disability insurance such as whether public or private retirement organizations, they do not get this exception. So other types of retirement income would not be exempt. It is only in the case of folks that convert SS DI to retirement. Another less restrictive changes that will be implemented, if a person has an IRS approved retirement account that is except that is allowed under the working disabled program and will continue to be except when they transfer to another Medi-Cal program for someone who is age blind or disabled. So if in the future they are unable to continue in the working disabled program because they are not working the county switches over to another Medi-Cal program based on age politeness or disability the IRS approved retirement account will continue to be exempt and allowed. Another less extractive changes that are implemented now include that you can save earnings in a separately identifiable account with no. So you would be able to take your earned income from work and save it in a separate account with no limit. The cynics cannot be combined with any other resources that you have such as a gift or something, any other source of money. It can only be an account with earnings from work. This account must be separate from your regular savings and checking account. And also as I said number income that is in your separate identifiable account will not be accounted as a resource for the working disabled program. And the last less restrictive change that is in effect now, it is now allowing working disabled enrollees who are temporarily unemployed to remain in the program for up to 26 weeks during the work transition. So if you become employed, if you can no longer work because disability gets work or you get sorcery were laid off you have the ability to state in the working disabled program for up to 26 weeks but you are required to pay your monthly premium during this time of unemployment to stay in the program. Now, there is one future change that hasn't gone into effect yet from assembly Bill 269. And this effect, J. shall not go into effect until probably 2019 and it is considered a more restrictive change and because of the provisions connected to the affordable care act of these, what are called the maintenance of effort, and how we provisions have to expire before more restrictive change can go into effect or in (inaudible). So the future change that is not going to go into effect until probably 2019 is going to be a change in the premium calculation for this program and it will be changed to 5% of a person's countable income. And also part of that change is disability-based income and retirement income will be included in the 5% premium calculation. Currently with the status currently with this program disability income is not part of the calculation for the summit but that's going to be changed, the premium calculation will be changed 5% of the countable income, the minimum would still be in the range from 22 $250 for individuals and 30 to 3 $75 a month for couples. Some, sorry, we had some nice animation going here and there does not seem to be working, but on here, under the posted we have to do that if I go to work I will lose lose my Medi-Cal and IHSS, so it officially has been busted because today should you do differently is a person with disability can work and keep their Medi-Cal and IHSS is either 1619b or the Medi-Cal working disabled program. Woodward disabled program you can keep the Medi-Cal by paying a monthly premium as opposed to not being anything if you consider your SSI linked Medi-Cal through the 1619b program. But with the working disabled program you're getting access to the additional perks such as saving your earnings in a separate account with no limit, and of being able to have IRS approved retirement accounts. Now Rachel is going to bust some about IHSS.

>>  Okay, so it is not surprising then that due to the name in support of services there is a widespread idea that in home supportive services hours or IHSS ours can only be used well at home. The old thinking was that people with disabilities are not able to work and they don't really leave the house and therefore they are all the allowed use the IHSS ours and the encore for occasional trips to the doctor. Now there is a new way of thinking that due to the fact their work opportunities are really expanding for people with disabilities more and more people with significant disabilities are going to work and to do to the IHSS can now be used in work as well as at home. So IHSS in the workplace is a program, or a subset of the IHSS program that has been around since 2003 due to a piece of legislation called assembly Bill 925, 925, the workweek, or the workday. It allows the transfer of previously authorized IHSS ours to use in the workplace. And I think it is really important to mention that this does not allow for any new hours to be used new hours are new services it is also limited to services currently authorized for you Saddam, you cannot receive any additional hours for employment purposes and the services or ours are transferred hard to enable the recipient, the IHSS percipient recipient to obtain and maintain or return to work and the services must be relevant and necessary in supporting and maintaining employment and I'm going to go into exactly what both of those phrases or types of terminology mean so the services needed to obtain or retain or return to work include traveling to job interviews, preemployment testing and personal care during these activities however it does not allow the use of the IHSS ours while the individual is going to college or vocational courses. There may be other sources of funding for some of these, but IHSS ours are not allowed to be used for college or during educational, vocational courses. With regard to obtaining or retaining work, this includes personal care or related services while the individual is on the job. So if these services must be termed what is called relevant and necessary, this includes paramedical services, personal care services as well as other related services that are defined in the states welfare and institutions code, 12 300 I don't know exactly how you would say that, 12,300. So, in making the distinction between types of workplace personal assistant services there are two main types. There is personal care related assistance and that there is also job-related assistance. So, personal care related assistance is, some examples of bizarre assistance in the restroom or on lunch breaks, whether it is helping with preparing meals or helping feed the individual. You can use your IHSS ours for personal care related assistance while at the workplace. Then there is also job-related assistance. Job related assistance includes interpreting, lifting or reaching work materials or travel assistance between worksites. So, these are actual tasks related to your job. You cannot use IHSS ours for job-related assistance. However the employer may have a responsibility under the Americans with disability act to provide reasonable accommodations for job-related tasks. So this can be something that the employer is responsible for. So, a breezing IHSS in the workplace it is important that before you even start using IHSS ours in the workplace to contact the social worker and discuss the whole transfer of hours including how many you would like to transfer for use in the workplace as well as what types of services you are going to be using in the workplace. And because this is a relatively smaller feature of the IHSS program and a lot of social workers may not be seeing people come to them every day with this request it is important that if your IHSS social worker is not aware of the ability to use IHSS in the workplace that you referred them to what is called an all county letter which is put out by the Department of Social Services and the A letter that is specific to the IHSS in the workplace program is all county letter number 0443. And that is boycotted 2004 ans it's letter number 43. So it is 0443. Did you find all those letters on the Department of Social Services website. As of right now we don't really know how many people are taking advantage of the ability to use IHSS artwork. The department of social services does not have the ability within their computer system to track this. Utilization in the workplace. So at this point he remains unclear exactly how many individuals are taking advantage of it. I know myself personally I have been using my IH business hours more in the workplace for the past six or seven years and so I uploaded my worker and educating them is slowly but surely a think as more and more people are utilizing IHSS in the workplace borrowed workers will be aware of it and hopefully will pass on the knowledge to the individuals that they work with that this is a possibility that people that are on the IHSS can use the services of the workplace. So (inaudible) IHSS services are in-home supportive services cannot be used in while at home has been busted. And with adequate to pass it back to Karla to talk about how we are going to be running a question and answer phase of the webinar.

>>  Hi, everybody. I have now enabled everyone's chat ability. So the webinar chat window is now open for your questions. So if you do have a question for either Rachel or I., please type the question into the text entry area that is located right below the chat window. And when you type your question, please click enter or return on your keyboard to submit your questions so we will give you a little bit of time to get those questions typed in there. Thanks. Just a reminder, if you do have a question please go ahead and type in any time now to the chat window and we will take the questions in the order that they are received with a pop-up in the chat window you go ahead and type your question into the chat window if you've got one. So the first question that has come up is from Utah, and I apologize if I'm not pronouncing her name correctly and the question is do you anticipate any changes to the IHSS system that will incorporate further use of allotted hours of the workplace for other specific needs? And Rachel? I'm going to handle that question off to you.

>>  I would say that at this point I don't anticipate any changes, just because of the weight of the budget situation is and that they are looking for ways they cannot add to the IHSS system.... He was in college or vocational services that is also a possibility at this point I have not heard of anything that will allow for the use of hours in college or vocational services. One thing that I would mention is that it is possible that there may be other sources of funding for personal care related assistance while at school. One of the things that people may want to investigate is whether or not their regional center client if the regional center can provide for this or another possibility may be the Department of rehab. I think that that is going to be on a case-by-case basis especially in light of the budget climate I'm not sure if that would be allowable. But it is a possibility and it doesn't hurt, it does not hurt to look into that. Okay, so, I seem there is another question are there other advocacy efforts underway to allow the use of IHSS hours for attending college or vocational courses? I never want the same lines as our previous question and at this point I have not heard of any additional advocacy that has been underway. But, that doesn't mean that there doesn't need to be, so I would say that connecting with your local independent living center may be a good way to see whether or not they are involved in this type of advocacy or would be interested in taking this on as an advocacy effort and you can find a list of your local independent living centers by going to... California Independent living centers.org and another question is yes how does Rachel deal with IHSS support at the workplace when your regular IHSS worker is not available? For me personally, I have a staff of about four or five different IHSS workers at any one time. So I have seen a pretty significant personal care related needs and for me it makes a lot of sense to have a lot of different workers so that I have a lot of people available for backup. If somebody needs to call in sick or anything like that and I've had really good luck of always being able to find backup assistance by having a lot of people available to call on. Another question here is once the recipient notifies the IHSS social worker of the need to transfer hours to the workplace does the recipient need approval by the county and if so is there special notice of action for this purpose? I believe, yes, the county does need to approve this transfer of hours. As far as I am aware I do not believe there is a special notice of action sometimes referred to as NOA. For this purpose. I have never personally received one and I think as I've mentioned, I think there is, I don't know how many people are utilizing this service, so depending upon the number of individuals, it may not be even on their radar screens. So as far as I'm aware, there is not a special notice of action for this program. Okay, I see another question here asking whether or not I had to follow any special notification or approval requests processed from my employer for the use of IHSS workers on the job. One of the things that came up before me was some of my workers, because I work, my office space is located within the State Department so I didn't have to, if I needed them to come into the building that they didn't need to sign up as a visitor or I could then go ahead and have them get a security badge allowing them to enter the building. So, in some sense it was approval requests processed, but it was relatively easy and there was, it could be termed as a reasonable accommodation to allow my worker to injure the building to help me with my personal care related assistance and I also, I've been very lucky that my employer has been very supportive of if I have a meeting that is out of town, or if I have to drive a distance to get to because of the fact that I don't drive my employer has hired some of my personal care attendants as a paid travel assistant, just a temporary worker so whenever you need assistance traveling my employer pays my worker to drive me to a meeting. And because technically that is a reasonable accommodation that should be paid for by the employer and since my employer is covered by the ADA they have been paid for that assistance for my worker because technically that is a job related assistance and I could not use my IHSS hours for driving to and from meetings in different areas of town. Okay, I see another question here. If I have any specific information regarding the ADA requirements for employers to provide for my reasonable accommodations. Karla, you may want to talk about some of the trainings that we have available on our talent knows no limits website for employers as well as service providers that I believe would cover this question. Another point that I also want to make is that the Job accommodation network which is Jim Todd W. VU.edu I believe that's a website for the job accommodations, oh, Karla put it up there it's actually asked you.org. That's asked job accommodation network.org, and they have a lot of good resources about what employers may be responsible to provide under the ADA as a reasonable accommodation. So Karla if you can also talk a little bit about the online trainings we have available on the talent knows no limits website.

>>  Sure, hi everybody. And I just, before I start that I just want to add that the job accommodations network website, they've got really great information on their farm for employees and employers that have questions about accommodations. You can get accommodation ideas on there, also they've got letters and articles about ADA compliance, how to request and a combination, even an accommodation form letter that you can use with your employer. And a guide to requesting and negotiating reasonable combinations under the ADA with your employer. So, ask resources into not only do they have online resources, Jim actually has a toll-free number where you can call and talk to somebody and get some actual one-on-one textural technical assistance, and they have links where you can e-mail them as well and they do live to chat with them right there on the Internet, so take advantage of those great resources. Then on the talent knows no limits website which is talent knows no limits.info, the last site today as a web address, we have a variety of training so therefore not only a job seekers for individuals that are working, but also for employers and service providers. And part of the training that we have and information that we have includes information on job accommodations and training. We have web based training that our online self-paced modules. They are all free. And we have a training all the way to work training on. You can find that on our website. We've got a link to go to on the page you can choose between job seekers, employers or service providers. If you go to service providers have been go to training opportunities you can find the way to work training that has got many modules including modules that look at workplace disability law. As well for in players and players information that job seekers with disabilities can access under the employers part of the website we have human resources training and one of those is the human resources training series called disabilities in the workplace and that also addresses the ADA and reasonable accommodations as well. So check out both the content information on the talent knows no limits website about accommodations and we've got links there to a lot of great online resources and in the three training, free training modules that are self-paced that cover a variety of disability related content. And then I see a question here from Consuela, will the PowerPoint presentation be available to attendees of the webinar somehow? Yes. The PowerPoint presentation is going to be posted on our talent knows no limits website. When you go to the homepage of talent knows no limits.info on the right-hand side you can click on webinars and when you open up the webinar page at the bottom of the page you can click a link to our guy is webinars. So you will find this archived webinar in there and addition to the recording you will also find a link to the copy of the PowerPoint. So bottom line, the PowerPoint presentation is available online at the talent knows no limits website and under the archived webinars. Also if you registered for survey monkey we will be sending out a survey e-mailed to you and I will have a link for you to the archived webinar to get the PowerPoint there too. There is a question of Karla can you tell me if we can get back to working disabled program talent knows no limits, and if I'm understanding correctly I think you're talking about the brochure. We do have a medico working disabled brochure with information about the medico working disabled program and some facts about the ABE 1269 and we do have new versions. I just put up our website that is www.CHIIP.org, so we have a second website, and if you go to that website you can find our publications order form on there as well. If you go to the website of the toolbar across the top you will click on publications and the first link when you open up the publications page is the current publications order form that has all the contact information to order our brochures. We have both the working disabled brochure and then I can work brochure that's good information about all different types of employment supports and resources and we can send those to you free of cost and it came out in our colleague up in Sacramento will be sending those to you. Someone to give folks a moment to see if there are any other questions that they have? And, I don't see any other questions coming up right now. So I just want to give you some information about our survey and the CRC credits. So, we really would love for you to give us feedback on today's webinar by completing the survey monkey surfing and this slide as the link to that and like I said we will also be sending out an e-mail with that as well. As I mentioned all of our webinars, not just this one but many others that we've done our archived on the talent knows no limits website so the archive, the PowerPoint and captioning transcripts will be available on the site and everything should be up there in, the recording should be up there in at least a week and I know a few of the things are already up there like them and CRC quiz and the PowerPoint. And on the day we will be sending a participant said registered through survey monkey and e-mail that has got the survey link in it, and also it will include information on how to find the archived webinars in the CRC credits quays, so to receive certified rehabilitation counseling credits for the webinar you just need to complete a short quiz of five questions, multiple choice and the survey, you have to get 100% correct on it, so it allows you to try again, that's no problem. Right here you have the link as well in this PowerPoint to the CRC credit. The quiz as well. And then I'm going to go to the last slide. And last slide here as Rachel and I contact information e-mails and also the address for the talent knows no limits website. So, I want to thank everybody today for joining us on a Friday afternoon for this webinar. Also I want to let you know that we will have another webinar this month on Thursday, October 27 at 130 in the afternoon Pacific Time we are going to have another webinar on the Social Security plan to achieve self-support or the pass play. I mentioned that is on SSI work incentives. Mentioned earlier that enables a person on SSI if they have another source of income to save up for something that they need to become successful and go to work. So our speakers could be made an alum, the Social Security specialist working in the California Department of rehab Social Security program section. And her presentation is wonderful. So we will be sending out the registration information for the webinar the week of October 10. And he will also be able to find out the webinar information and registration link on our talent knows no limits website again in the webinar section. So I really hope you will be able to join us. He will be Thursday, October 27 1:30 PM civic time for the webinar on Social Security plan to achieve self-support. So, thank you, again. I don't see any other questions. Thank you again and you do have a question feel free to e-mail Rachel or IE at any time and have a wonderful weekend and I hope that you can join us again later for them as webinar and thank you, Rachel as well. Thanks everybody for your great questions, take care.