One of the biggest challenges we have as an agency when trying to work with clients who are receiving disability benefits is the very real concern that they will lose them the moment their employment situation changes. They see the potential loss of that safety net as a scary proposition, and who could blame them? Imagine yourself in that situation; what if, through no fault of your own, you were to become disabled. Between the months of painful rehabilitation, surgeries and follow up appointments, you have lost the job you are no longer physically capable of doing in the first place. Barely scraping by as it is, you can’t even fathom what you would do if it weren’t for Medicaid covering the cost of your mounting medical bills. You want to work and long to feel productive again, but all you can think about is the rug being yanked out from under you the second you get a paycheck for the 15 hours you were limited to that week by your mobility and transportation needs. Pretty scary stuff, huh?
Fortunately, that’s not exactly how it works. Being Medicaid eligible automatically qualifies you for many government incentives that have been put in place to help ease the transition period into the workforce for both returning and new workers currently receiving SSI or SSDI benefits. Programs like “Ticket to Work”, afford a worker the opportunity to test their skills (while still make ends meet) by allowing them to collect a full disability benefit, plus their earned wages, for at least 9 months within a 60-month period. After the 9-month trial period, those who are still disabled can get a 36-month extension, working while on disability, though earnings during the extension period cannot exceed $1,070 per month. This way, one can feel confident taking on a new position without fear of losing vital resources too quickly. They also will maintain Medicaid eligibility for up to 60 months after they reach self-sufficiency, ensuring that should something happen and they are again unable to work, they will automatically begin receiving their benefits without any waiting or application period. Of course, at a certain point there will be reductions in a person’s monetary stipend, but over $16,000 per year (and in many cases, quite a bit more) can be made while still maintaining one’s housing and medical benefits. There are also savings plans and work-related expenses to consider in lowering your burden as well.
Over the coming weeks I’ll be using this platform to explain more about this and other programs offered and what’s available to those seeking employment through vocational services, including a more in-depth dive into the Ticket to Work program however, in the meantime, please don’t hesitate to call, email or stop by if you have any questions about how we might be able to help you create a plan to fulfill your employment goals.
I look forward to hearing from you!
Best,
Garon Primmer, Director
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