World Mental Health Day 2017: Illness in the Workplace Is More Common Than You Might Think

LinkedIn

By Natasha Bach

Today is World Mental Health Day, which aims to raise awareness about mental health issues around the world and mobilize efforts to support mental health.

This year’s theme is mental health in the workplace, looking at how our workplace experience can be improved to promote mental health and wellbeing.

Globally, more than 300 million people suffer from depression, and 260 million suffer from anxiety disorders—many of whom live with both conditions. A study by the World Health Organization found that such disorders cost the global economy $1 trillion in lost productivity each year.

Here’s a deeper look at how mental health issues affect Americans:

  • 1 in 5 (or 43.8 million) adults experience mental illness in a given year.
  • 1 in 25 (or 10 million) adults experience a serious mental illness.
  • 1 in 100 (or 2.4 million) live with schizophrenia.
  • 2.6% (or 6.1 million) of Americans have bipolar disorder.
  • 6.9% (or 16 million) suffer from severe depression.
  • 18.1% (or 42 million) live with an anxiety disorder.
  • 90% of those who die by suicide have an underlying mental illness.

And yet:

  • Only 41% of adults with a mental health condition received help and less than 50% of children 8-15 received mental health services.
  • Only 36.9% of those suffering from anxiety receive treatment.
  • Less than 20% of Americans with moderate depressive symptoms sought help from a medical professional.
  • And 4% of young adults with self-reported mental health needs forego care.

While the statistics might seem discouraging, there are a number of ways to get help if you or a loved one is struggling with a mental health condition.

This year, Google launched a depression screening test that appears alongside search results for depression-related queries. Many companies offer Employee Assistance Programs, which provide support or benefits to employees with personal and/or work-related issues. And the National Alliance on Mental Health provides a number of ways to seek support, including helplines, programs, and fact sheets.

Continue onto Fortune to read the complete article.

Should You Mention Your Disability in a Cover Letter or Resume?

LinkedIn

Always keep in mind that you are never required to disclose your disability as an applicant or employee. The general rule of thumb is that it is rarely a good idea to disclose your disability in a cover letter or resume. The exception would be if the employer is specifically hiring under a program to recruit people with disabilities.

Reasons not to discuss your disability at this stage of the application process include:

Fewer interviews. You may find you get fewer interview offers if you disclose your disability, no matter how artfully you do this.

Reason to eliminate you. While your disability should not eliminate you from consideration, the reality is that employers use job applications to weed out applicants. Show your strengths in your resume and cover letter and avoid giving the employer the reason to put your application in the rejection pile.

The law protects you. Another important reason not to disclose your disability at the application stage is that you are not required to provide this information. Even if you know you will need an accommodation, it is best to wait until your interview to discuss this—ideally, after you have talked about why you are right for the job.

Source: chwilliamslaw.com

 

Huey Lewis Opens Up About Sudden Hearing Loss: ‘I Haven’t Come to Grips with the Fact That I May Never Sing Again’

LinkedIn
huey lewis holding microphone on stage

In mid-April, Huey Lewis shocked fans when he canceled all upcoming tour dates, citing a battle with Meniere’s disease that robbed him of his hearing. While he hopes the health problems are treatable, the “Power of Love” rocker says he’s facing the possibility that he may never return to live performance.

It’s a reality that Lewis, 67, admits he’s finding hard to accept. “I haven’t come to grips with the fact that I may never sing again,” the Huey Lewis and the News frontman said in an interview with the Today show on Monday. “I’m still hoping I’m gonna get better. They say a positive attitude is important.”

Meniere’s disease is an inner ear disorder that produces feelings of vertigo, as well as tinnitus (or ringing) and hearing loss. Lewis says he first noticed the symptoms in March during a performance in Dallas. “As I walked to the stage, it sounded like there was a jet engine going on,” he continued. “I knew something was wrong. I couldn’t find pitch. Distorted. Nightmare. It’s cacophony.”

In a tragic twist, the lifelong rocker says his hearing loss is most severe when it comes to music. “Even though I can hear you, we can talk, I can talk on the phone — I can’t sing,” he told Today‘s Jenna Bush Hager. “I can’t hear music. I can do everything but what I love to do the most, which is a drag.”

While there’s no known cure for the disease, Lewis says that his hearing may improve with a new dietary regimen. “No caffeine, lower salt, and keep your fingers crossed. It can get better. It just hasn’t yet.”

On April 13, Lewis posted a message to social media announcing the cancellation of all upcoming tour dates because his condition made it “impossible” to continue singing for the time being.

Continue onto PEOPLE to read the complete article.

Bosma Enterprises Launches Program To Prepare People Who Are Blind For Careers As Salesforce Administrators

LinkedIn
Bosma Enterprises

INDIANAPOLIS—Bosma Enterprises, an Indianapolis nonprofit dedicated to helping people with vision loss regain independence, has launched an innovative training program to prepare people who are blind or visually impaired for high-demand careers as Salesforce administrators. Called BosmaForce, the 18-week course is offered entirely online and available to anyone throughout the country.

“When faced with losing sight, one of the biggest concerns our clients have is how they will support themselves or their families financially,” said Lou Moneymaker, CEO, Bosma Enterprises. “Nationally, people who are blind or visually impaired face a 70 percent unemployment rate, so it is a real concern to ensure there are options for these people to remain independent. Through the BosmaForce program, we are helping to create pathways to high-paying, in-demand careers in which people with vision loss can be very successful.”

According to career website Indeed.com, there are more than 2,700 listings for Salesforce administrator positions throughout the U.S., with an average salary of more than $88,000. It is estimated that more than 150,000 companies utilize the popular customer relationship management (CRM) tool.

The BosmaForce program is being taught by veterans TJ McElroy and Richard Holleman, both of whom are among the first blind U.S. veterans to become Salesforce Certified. Having previously led a similar training program for disabled veterans, McElroy and Holleman have extensive experience using assistive technologies like Job Access With Speech (JAWS) screen readers and ZoomText magnifiers to navigate the Salesforce CRM platform.

McElroy and Holleman developed the curriculum in close partnership with Salesforce accessibility specialist Adam Rodenbeck, who is also a former Bosma Enterprises employee. The pilot class includes seven students from Indiana and Illinois, all of whom are blind or visually impaired.

The group will utilize Trailhead, Salesforce’s interactive, guided and gamified learning platform to gain knowledge on the adaptive technologies and workarounds within the Salesforce architecture. This will enable them to be successful in these careers without the use of sight. After completing the Salesforce certification exam at the end of the course, Bosma Enterprises will work to place the graduates into two-month internships with local businesses.

“It’s not about whether someone who is blind can do the job, it’s about how they do it,” said McElroy. “With such high demand for these careers, there’s absolutely no reason our students won’t be able to excel once they are given the right tools.”

About Bosma Enterprises

Bosma Enterprises is a nonprofit organization, with a history of more than 100 years, that provides training and employment for people who are blind or visually impaired. Our experienced staff (more than half of whom are blind) offers personalized programs ranging from counseling, to job placement, to training for daily living skills—helping adults gain the life skills they need to remain independent, and the job skills they need to stay self-sufficient. To learn more about how you can help our mission, or how our mission can help you, visit bosma.org.

This Latina Is Using Her Own Experience With Blindness To Bring About Change In The Workforce

LinkedIn
minorities in business

Over the course of her career, Kathy Martinez has worked with the U.S. Hispanic Chamber of Commerce, served under two administrations, and led Wells Fargo’s Disability and Accessibility strategy — when she was just starting her career, her counselor at the California Department of Rehabilitation believed that her career aspirations would not extend past working at a lock factory, all because she was blind.

“My counselor at the California Department of Rehabilitation had minimal expectations for people with disabilities and tended to offer low-levels jobs with no hope for growth,” explains Martinez. “Although his expectations for me were low, I had people in my life who knew I could do more, and were behind me every step of the way while I pursued my degree.”

While it took Martinez 13 years to graduate from college, the later start in her career has not prevented her from making an impact where it matters most to her — ensuring that those living with disabilities are not discounted.

“My passion is to help create a society and work environment where people with all abilities are able to obtain an education, secure a good job, buy a house, and be successful,” shares Martinez. “This includes building a society that is physically and digitally accessible, and help change attitudes about the capabilities of people with disabilities and our desire to contribute to our communities and corporations.”

Martinez’s own career has helped moved the needle forward in how those with disabilities are both treated and see themselves in the workforce. She has made it a point to both champion inclusivity within companies, while not erasing that humanity and dignity should be prevalent values in a company culture, regardless of the employee.

“My focus is on delivering an experience that recognizes disability as a natural part of the human condition and helping people with disabilities fully engage with the company to succeed financially,” shares Martinez. “With a more accessible workplace, more people with disabilities will be on the payroll rather than rely on benefits and, ultimately, increase their capacity to be productive members of their communities.”

Below Martinez shares further thoughts on how companies should be expanding their cultures to champion those with disabilities, what advice she has for Latinas, and her biggest lesson learned.

Vivian Nunez: What are your goals in changing how those with disabilities are able to access career opportunities?

Kathy Martinez: When I was growing up I never saw people with disabilities who worked at banks unless they were in entry-level jobs. Today financial institutions, like Wells Fargo, are hiring people with disabilities at all levels. I never imagined I would have the job title of senior vice president at Wells Forgo or Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy. And now that I have attained those titles, I want other people, such as Latinos and people with disabilities, to know that they can achieve their professional goals, including the position of CEO.

One of my key goals is to ensure that more people with disabilities are at all levels of the career ladder. That is why was passionate in helping develop and roll out Wells Fargo’s Diverse Leaders Program for People with Diverse Abilities. This unique three-day program enables team members, who identify as individuals with a disability, understand, and embrace their strengths, overcome challenges, and learn how their differences help them add value as leaders on the Wells Fargo team.

Another goal is to get more people to serve as a mentor and mentee to others with disabilities. I serve as a mentor for people of all abilities inside and outside of the company, and continue to learn what it means to be a team member of choice so that I can share that information with the Latino and disabilities communities.

Nunez: What role did you play in the Obama administration?

Martinez: I consider disability an issue that is important to both political parties. From 2009 – 2015 I served as the Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy.

I also worked for President George W. Bush’s administration for seven years,    serving as a member of the National Council on Disability and as a member of the U.S. Department of State Advisory Committee on Disability and Foreign Policy.

Nunez: What advice do you have for Latinas who are navigating both a disability and building lasting careers?

Martinez: Find a mentor and set high expectations and goals for yourself. I have had mentors with and without disabilities, men, women, and people of all ethnicities and backgrounds, and have learned something from every one of them.

Continue onto Forbes to read the complete article.

The Best Jobs for People in Wheelchairs

LinkedIn
Businessman Working In Office Sitting On Wheelchair

By Stephan Zev

If you’re like most wheelchair users, you’d like nothing more than to have a satisfying career that develops your talents to the fullest extent while making a positive contribution to the world. But as you might have guessed, it’s not always that easy. There are ways to overcome the odds and learn about the best jobs for people in wheelchairs to help steer you in the right direction.

Finding the right job is difficult under the best of circumstances, let alone for people in wheelchairs where the number of available jobs is fewer than for the general public. But with social and technological advances, the tide is starting to change, to the point where 17.4 percent of working-age wheelchair users now have jobs.

Medical Office Assistant/Pharmacy Services
This is one field where being in a wheelchair can work to your advantage. Since you likely deal with physical limitations on a daily basis, you may have more understanding and sympathy toward others undergoing medical treatment.

Moreover, medical offices and hospitals also provide state-of-the-art wheelchair accessible ramps, elevators, and bathrooms, which many other jobs don’t. And if you can’t work on-site, you may be able to telecommute for certain tasks like data entry.

The average salaries for positions in this field are:

Medical office assistant—$34,000 per year
Health information technicians—$40,430 per year
Health services managers—$106,070 per year

Each position offers a lot of opportunity for professional growth. Another option is work with pharmaceutical companies as a sales representative, but this is only viable for people with outgoing personalities and experience with certain medications.

Vocational Counselor
Many successful people in wheelchairs want to be able to share their experiences in a way that can benefit others. Vocational counseling is a great way to do this by helping people achieve their highest career potential.

Vocational counselors work in schools and non-profit organizations as well as private industry. It’s a field expected to grow, especially as more and more jobs get displaced by technology. The average salary for this career is $54,000.

Bookkeeper/Accountant
Virtually every business needs an accounting department to keep track of the bottom line. This is a field where you can either work for an accounting firm or go into business for yourself.

The average salary for bookkeepers and accounting clerks as a company employee is $38,990 per year. Certified accountants and auditors, on the other hand, earn a very comfortable living with an annual average salary of $75,280.

Computer Programming
Not only is computer programming one of the best and most lucrative jobs for people in wheelchairs (average salary: $79,530), it’s also a career expected to expand in coming years. In fact, many well-known companies, such as IBM, Lockheed Martin, and Merck participate in educational job training programs for students with disabilities such as Entry Point.

Work from Home
The number of people who work from home has risen dramatically within the last decade. In 2003, only 19 percent of people earned at least part of their income working from home, which increased to 24 percent in 2015 according to the Bureau of Labor Statistics. And for those who work in finance and management, the percentage is even higher, ranging from 35 percent to 38 percent.

Because the internet has made remote work possible, 68 percent of workers in the U.S. expect to work from home at least part of the time in the future. And based on the large number of reputable companies who’ve already come on board with the idea, it seems the trend is likely to continue. The fields of sales, education, training, and customer service all offer telecommuting positions.

Affiliate Marketing
As my personal favorite, the amount of money you can make in this field is only limited by your ambition. In fact, Disabled-World.com lists affiliate marketing as one of the great online career choices for people with disabilities.

Essentially, an affiliate marketer is someone who partners up with a company to promote their products and services in exchange for a percentage of sales made through a personal “affiliate link.” The way you attract visitors to click on these links and buy products is either through paid advertising or your own website using educational or entertaining content. Best of all, you’re not the one responsible for storing, packaging, shipping, and returns — the company is.

But while affiliate marketing takes very little money to get going (unlike the startup costs of most traditional businesses), it does take a lot of persistence before you start to reap the (many) rewards.

As the online job market continues to grow, more opportunities will open up for people in wheelchairs. Government, technology, and education are just a few sectors where progress is already being made. But even now, there are plenty of jobs available that offer career satisfaction and financial success so long as you take the time to look for them.

Source: confinedtosuccess.com

About Stephan Zev
Stephan Zev is the owner of ConfinedToSuccess.com. He created this website to help disabled and chronically ill individuals take better control of their lives physically, mentally, emotionally, spiritually and even financially.

Willing and Able—Why you should hire people with disabilities

LinkedIn
Willing and Able

By Sarah Ryther Francom

Temple Grandin, renowned autism spokesperson, is known for saying, “The world needs all kinds of minds.” This is also true for the business world. Hiring individuals with disabilities not only benefits the individual hired, but also benefits your business, employees, customers, and the community at large.

Leah Lobato, director of the Governor’s Committee for Employment of People with Disabilities, part of the Utah State Office of Rehabilitation, has seen countless lives changed when companies recruit and hire workers with disabilities. She says that one in five Americans has a disability, and 30 percent of families have a family member with a disability, with numbers anticipated to increase.

A win-win hire
Hiring individuals with disabilities isn’t just a feel-good idea—it can have a positive impact on a company’s bottom line. Individuals with disabilities often bring a diverse range of skills and attributes to the workplace and can enhance the team dynamic.

“Individuals with disabilities have had to problem-solve a lot of different situations in their life due to their condition, so they bring a unique perspective,” Lobato said. “The diversity of people with disabilities and what they bring to a company is really broad.”

Beyond bringing diverse skills to the workplace, individuals with disabilities often have a strong sense of loyalty to their employers, Lobato has found.

Kristy Chambers, CEO of Columbus Community Center, a nonprofit organization serving adults and teens with disabilities, says individuals with disabilities often fit seamlessly into a company. “When you find that right fit, they become a part of the work culture, and they truly can be an inspiration to their coworkers, customers, and stakeholders,” she says.

Lobato and Chambers agree that having a diverse workforce that includes individuals with disabilities is an attribute that resonates with customers.

“When a customer sees a diverse workforce, it raises their comfort in your business,” Lobato says.

Overcoming common fears
Lobato says it’s normal for a business owner or manager to fear the potential consequences of hiring an individual with disabilities but that misinformation is often the real culprit. “One of the most common issues I run into with businesses I talk to is fear. Fear of disability. Fear of how to communicate with people who have disabilities. Fear of the legal things that might come up when hiring them.”

Lobato acknowledges that the Americans with Disabilities Act (ADA) can be overwhelming. She advises companies to seek guidance from her office or a nonprofit, like Columbus Community Center, when beginning to actively recruit individuals with disabilities.

“The ADA provides a clear definition of what a disability is and provides a clear understanding of what the hiring guidelines are,” she says. “It provides support and protections for a person with disabilities, but it also clearly outlines what a business can and cannot do.”

How to provide reasonable accommodations is one of the most common questions employers have asked ADA compliance, says Kevin Keyes, chief program officer at Columbus.

“There’s greater fear than what should be there about providing reasonable accommodations,” he says. “Studies have shown that the cost of providing accommodations is overestimated.”

“A lot of the folks that come into employment with disabilities already have supports in place,” Keyes adds. “That’s what [organizations like Columbus] do. We’re not only there to support the individual, but also the employer.”

Companies with questions about how to create reasonable accommodations can seek guidance from the state, Lobato says. She points to a woodshop created for the Division of Services for the Blind and Visually Impaired as an example of what the state can help with.

Beyond state assistance, businesses that actively recruit and hire individuals with disabilities can receive financial aid to help cover associated costs, including work opportunity tax credits, small business tax credits, and grants to establish workplace accommodations and vocational training.

The biggest piece of advice Lobato offers all employers is to treat individuals with disabilities just as you would any other employee.

Everyone benefits
Stephanie Mackay, chief innovation officer at Columbus, says employers should view hiring individuals with disabilities as an opportunity to strengthen their workforce.

Chambers points out that communities are the greatest beneficiaries when individuals with disabilities land and keep good jobs. “Employers who get it and understand the benefits of hiring individuals with disabilities realize that they are contributing to the community by hiring somebody who may be more challenged on gaining that employment. This allows individuals to not be a burden on the community, because without employment they become an individual who relies on entitlements. Those who participate on the employer end realize that there’s an economic benefit to everyone—the employee, company and the community at large.”

Source: utahbusiness.com

ADA Guidelines for Employers:
Employers covered by the ADA have to make sure that people with disabilities:

  • have an equal opportunity to apply for jobs and to work in jobs for which they are qualified
  • have an equal opportunity to be promoted once they are working
  • have equal access to benefits and privileges of employment that are offered to other employees, such as employer-provided health insurance or training
  • are not harassed because of their disability

Source: EEOC

Basic ADA hiring rules:
•The ADA does not allow you to ask questions about disability or use medical examinations until after you make someone a conditional job offer.

  • The ADA strictly limits the circumstances under which you may ask questions about disability or require medical examinations of employees.
  • The ADA requires you to consider whether any reasonable accommodation(s) would enable the individual to perform the job’s essential functions and/or would reduce any safety risk the individual might pose.
  • Once a person with a disability has started working, actual performance, and not the employee’s disability, is the best indication of the employee’s ability to do the job.
  • With limited exceptions, you must keep confidential any medical information you learn about an applicant or employee.

Source: EEOC

The Power of Neurodiversity

LinkedIn

Strategic integration of people with neurological disabilities can produce exceptional results

By Susanne M. Bruyère

Neurodiversity. It’s a term that’s increasingly familiar to those in the workforce diversity and inclusion sphere, and for good reason. It’s about the strategic integration of people with neurological disabilities into all workplaces, and its practice can yield exceptional results for both employers and employees, including those on the autism spectrum.

As someone who’s spent most of my career researching effective workplace practices for people with disabilities, I find embracing neurodiversity to be an exciting paradigm shift. Years ago, employers often hired people with disabilities for altruistic, charitable reasons, believing it was “the right thing to do.” Later, when the D&I movement emerged, employers began to appreciate bottom line benefits from embracing disability as diversity. Today’s increased focus on neurodiversity indicates even further progress on the part of employers—and refreshingly, it’s all about skills.

That’s right. Numerous businesses that already have a good foundation in disability inclusion are beginning to plan recruiting and onboarding activities that target people in similar professional networks to meet their business needs. These companies are recognizing and proactively recruiting the skills and talents that people with unique neurological characteristics, including those on the autism spectrum, can offer. It’s a concept that’s gaining steam in many industry sectors, such as manufacturing, telecommunications, finance and information technology. In fact, an article on neurodiversity in the current issue of Harvard Business Review takes an in-depth look at this alignment of skills to workforce needs. One of the companies featured in the article, enterprise software developer SAP, emphasizes hiring people on the autism spectrum for their skills and abilities—and the results speak for themselves.

Launched in 2013, SAP’s groundbreaking Autism at Work program set a corporate goal of employing 650 employees on the autism spectrum by 2020 across a wide range of job categories. One of the first steps has been changing the way the company interviews people with autism, offering something more akin to a trial work period rather than just structured interviews.

“Out of a hundred resumes I would send, I would only get one response back. And when I did apply, because I was a bit monotone or stiff during the interview, they overlooked me,” says Patrick, a current SAP employee on the autism spectrum whose life was changed by the Autism at Work program. Today, Patrick works as an IT project associate, having joined SAP through the successful program that has employed nearly 120 colleagues in nine countries.

SAP is not alone. Earlier this month, the company jointly hosted an event with the support of the Olitsky Family Foundation, the Stanford University Autism Research Center and my organization, Cornell University’s School of Industrial and Labor Relations. The Autism at Work Summit showcased how companies have implemented programs to harness the power of the untapped talent pool of adults on the autism spectrum, such as through initiatives at Microsoft, EY and Hewlett-Packard Enterprise. In fact, the ILR School’s K. Lisa Yang and Hock E. Tan Institute on Employment and Disability has proudly partnered with HPE to facilitate the distribution of materials to help interested employers globally develop initiatives to provide skilled employment opportunities for job seekers on the autism spectrum.

We were also very pleased to be joined at the summit by colleagues from the Department of Labor’s Office of Disability Employment Policy, because these companies’ experiences have broader implications, providing meaningful insight into workplace policies and practices that facilitate success for all employees, including those with disabilities. One clear example was a reaffirmation that matching job candidates’ skillsets to open jobs leads to better business outcomes.

But of course, facilitating employment success for people on the autism spectrum extends beyond hiring, just as it does for all workers, to career advancement and skill enhancement up the full corporate ladder. Summit participants with whom I spoke emphasized the importance of workplace supports to help employees thrive and integrate successfully into workplace cultures, such as job coaches, mentors, and social and recreational events.

After all, the long-term success of talent acquisition requires not just hiring—but keeping—the best employees. More and more employers are discovering this means advancing a broad range of employment opportunities for people who come from neurodiverse backgrounds, including those on the autism spectrum.

About the Author
Dr. Susanne M. Bruyère is Professor of Disability Studies and the Director of the Yang-Tan Institute on Employment and Disability at Cornell University’s ILR School.

Source: blog.dol.gov

CVS Health Fights Back on High Cost Drugs by Launching Industry’s Most Comprehensive Approach to Saving Patients Money

LinkedIn

New CVS Health initiative seeks to solve one of the nation’s most pressing problems and a major source of consumer financial worry.

Recognizing the threat of rising drug prices and high out-of-pocket costs, CVS Health providing most advanced solutions for prescribers, pharmacists and patients.

CVS Pharmacists are key resource for patients in identifying opportunities to maximize their prescription benefits and save money at the pharmacy counter in communities nationwide.

CVS Caremark mitigating impact of high drug costs by providing members and prescribers with robust information and innovative tools to choose lower-cost prescription drugs.

The high cost of prescription drugs is one of the nation’s most pressing problems and a major source of financial worry for consumers across the nation. While CVS Health (NYSE: CVS) has made significant progress in mitigating the impact of high list prices set by pharmaceutical manufacturers, for too many Americans annual out-of-pocket drug costs are still significant. In response, CVS Health announced today that it is fighting back by launching the most comprehensive program in the industry to help patients save money on their medications.

According to a recent national poll, commissioned by CVS Health, 83 percent of Americans said they were concerned personally about the impact of rising prescription drug prices.[1] As prescription drug prices continue to rise and enrollment in high deductible health plans grows, many patients are shouldering higher costs for their prescription medicine.

CVS Health will address this problem with a robust set of initiatives, including the new CVS Pharmacy Rx Savings Finder, which will enable the company’s retail pharmacists for the first time to evaluate quickly and seamlessly individual prescription savings opportunities right at the pharmacy counter. This new tool further enhances existing savings opportunities the company’s pharmacy benefit manager (PBM) CVS Caremark is currently offering its clients such as the preventive drug lists that make medications for many common, chronic conditions available at a $0 copay. In addition, CVS Caremark provides real-time, member-specific drug costs and lower-cost alternatives to prescribers through their electronic health record system and to CVS Caremark members through the member portal and newly updated app. These programs are part of CVS Health’s commitment to helping consumers find the lowest cost prescription drugs by offering more pricing transparency for prescribers, pharmacists and patients.

“Today’s consumers are faced with higher prescription drug prices than ever before and many of them are now paying for a larger share of their prescription drug costs out of their own pockets at the pharmacy counter due to growth in high deductible health plans,” said Thomas Moriarty, Chief Policy and External Affairs Officer, CVS Health. “Until now, patients haven’t had the appropriate tools available to them to help them manage these costs. To address this, CVS Health is giving expanded tools to patients, prescribers and pharmacists so they can evaluate prescription drug coverage in real-time and identify lower-cost alternatives. We are committed to finding the right drug at the lowest possible cost for patients to ensure they are able to access and stay on the medications they need. That’s our promise.”

At the Pharmacy Counter

The new CVS Pharmacy Rx Savings Finder enables the retail pharmacist to quickly and seamlessly review a patient’s prescription regimen, medication history and insurance plan information to determine the best way for them to save money on out-of-pocket costs – with the primary goal of helping the patient find the lowest cost alternative under their pharmacy benefits plan.

“Our direct experience is that patients who are confronted with high out-of-pocket costs at the pharmacy counter are less likely to pick up their prescriptions and are less likely to be adherent to their prescribed therapy,” said Kevin Hourican, Executive Vice President, Retail Pharmacy, CVS Pharmacy.

“Armed with the information available through our Rx Savings Finder, our more than 30,000 CVS pharmacists can play an important role by helping patients save money on their medications, providing advice on how and when to take them, and ultimately helping them achieve better health outcomes,” Hourican added. “We are beginning this process with our CVS Caremark PBM members and expect to roll it out more broadly throughout the year.”

The Rx Savings Finder will show pharmacy teams:

  1. First, if the prescribed medication is on the patient’s formulary and is the lowest cost option available.
  2. Second, if there are lower-cost options covered under the patient’s pharmacy benefit – such as a generic medication or therapeutic alternative with equivalent efficacy of treatment.
  3. Third, if the patient may be able to save money by filling a 90-day prescription rather than a 30-day prescription.
  4. Finally, if neither a generic nor a lower-cost alternative is available, other potential savings options for eligible or uninsured patients where allowed by applicable laws and regulation.[2]

Pharmacists can also help patients enroll in the ExtraCare Loyalty Program and sign them up for Pharmacy and Health Rewards. Through Pharmacy and Health Rewards, patients receive $5 in ExtraBucks for every 10 prescriptions filled, earning up to $50 in ExtraBucks annually.

At the Doctor’s Office

Another component of the company’s comprehensive savings approach is the recently launched real-time benefits program, which helps bring greater drug price transparency to prescribers and CVS Caremark members. At the point-of-prescribing, providers are able to see the member-specific cost for a selected drug, based on a member’s coverage, along with up to five lowest-cost, clinically appropriate therapeutic alternatives based on the patient’s formulary. PBM members have access to the same information on the CVS Caremark app and member portal. Early results show that prescribers accessing the real-time benefits information through their electronic health record switched their patient’s drug from a non-covered drug to a drug on formulary 85 percent of the time. In addition, when the patient’s drug is covered, prescribers using real-time benefits switch their patient to a lower-cost alternative 30 percent of the time. When the prescriber switched to a lower-cost drug, the difference was approximately $75 per prescription.
“We have been working hard to keep prescription medications affordable for patients,” said Troyen A. Brennan, M.D., Executive Vice President and Chief Medical Officer, CVS Health. “In fact, in 2017, nearly 90 percent of our PBM plan members spent less than $300 out-of-pocket for their prescription medicines. While this signals progress, for those patients that cost is not insignificant. That is why we are committed to doing even more across our enterprise to help patients find and access the lowest cost drug at the pharmacy which ultimately will help improve clinical outcomes and remove higher downstream medical costs from the system.”

Using Pharmacy Benefit Management Solutions

CVS Health is also making a variety of PBM solutions available to help further drive down drug trend for its PBM clients and drug costs for the patients they support. The company’s Point of Sale (POS) rebate offering allows the value of negotiated rebates on branded drugs to be passed on directly to patients when they fill their prescriptions – and the savings from this program can be significant. In 2013, CVS Health led the industry with the introduction of POS rebates to clients, and today nearly 10 million members are covered by and able to benefit from the program.

In 2017, despite manufacturer brand list price increases on drugs near 10 percent, CVS Health PBM strategies reduced drug trend for CVS Caremark commercial clients to the lowest level in five years, keeping drug price growth at a minimal 0.2 percent. In fact, 42 percent of CVS Caremark commercial clients spent less on their pharmacy benefit plan in 2017 than they had in 2016. CVS Caremark helped members reduce monthly out-of-pocket costs and improve adherence to its highest level in seven years in key categories such as diabetes, hypertension and hyperlipidemia.

Prescription drug trend is the measure of growth in prescription spending per member per month. Trend calculations take into account the effects of drug price, drug utilization and the mix of branded versus generic drugs as well as the positive effect of negotiated rebates on overall trend. The 2017 trend performance is based on a cohort of CVS Health PBM commercial clients, employers and health plans.

About CVS Health

CVS Health is a pharmacy innovation company helping people on their path to better health. Through its more than 9,800 retail locations, more than 1,100 walk-in medical clinics, a leading pharmacy benefits manager with more than 94 million plan members, a dedicated senior pharmacy care business serving more than one million patients per year, expanding specialty pharmacy services, and a leading stand-alone Medicare Part D prescription drug plan, the company enables people, businesses and communities to manage health in more affordable and effective ways. This unique integrated model increases access to quality care, delivers better health outcomes and lowers overall health care costs. Find more information about how CVS Health is shaping the future of health at https://www.cvshealth.com.

###

[1] The Morning Consult poll was conducted from February 22-26, 2018, among a national sample of 1992 registered voters. The interviews were conducted online and the data were weighted to approximate a target sample of registered voters based on age, race/ethnicity, gender, educational attainment, and region. Results from the full survey have a margin of error of plus or minus 2 percentage points.

[2] Prescriptions submitted for reimbursement to Medicare, Medicaid or other federal or state programs are not eligible.

What It’s Like To Be A Blind Software Engineer At Amazon

LinkedIn
blind person working on computer

By Lydia Dishman

Michael Forzano has worked at Seattle’s e-commerce giant for nearly six years, using a regular laptop with a screen he’s never seen.

Everyone’s dream job is different. For some, it may be working with a bold leader, while want to have a hand in world-changing innovation. But Michael Forzano’s a dream job was rooted in a more the practical concern: making shopping more accessible.

Forzano isn’t some shopaholic racking up credit-card debt from his couch, though. He’s a 26-year-old engineer who’s been blind since birth due to a genetic condition called Norrie disease. When it comes to buying basic necessities, Amazon has been a huge help. “Instead of having someone walk me around a store and help me find what I’m searching for, I can just order it from Amazon,” Forzano explains. “I have access to all of the information about the product. It enables me to be much more independent.”

Forzano has always been comfortable around computers, playing audio-based games as a kid and later teaching himself to code in high school. While earning an engineering degree at Binghamton University, he interned for the summer at Amazon in Seattle. It turned into a job offer after Forzano graduated, in 2013, and he’s been working with the e-commerce giant ever since.

Forzano is among a small population of fully blind people to be employed, much less as software engineers. According to disability statistics from the American Community Survey (ACS) for working-age adults reporting significant vision loss, only 42% were employed in 2015 (the most recent year with data). And of the 64,000 software developers Stack Overflow polled last year, 1% are blind. Amazon doesn’t require its employees to disclose that information, so there’s no hard data on how many of the company’s staffers are blind or visually impaired. Still, Forzano says he’s the only person on his immediate team with Norrie disease and full blindness.

At a time when most of us–software developers or not–spend hours each day staring at screens, it’s hard to imagine not using our eyes to work. In a recent email exchange with Fast Company (lightly condensed and edited for clarity), Forzano shared how he’s handled the traditional whiteboard coding challenge during his job interview and many of the other obstacles he’s confronted since as an engineer at a highly competitive tech company.

LANDING THE JOB

At the time [I applied to work there], Amazon recruited directly from Binghamton. They posted the position on our school job-board and a friend encouraged me to apply. I thought, “Why not?” Being a shopper at Amazon, I thought it was really awesome that I could be a part of the technology that creates the experience for so many customers.

[Even so,] I thought I had no chance to work at one of the big companies like Amazon. Being blind, people may be focused on how you’re going to do the job–without even seeing the results you produce. I view blindness as just another characteristic, it’s not something that defines me. My process may be different, but I deliver results.

I walked into the room [on campus where Amazon recruiters were meeting students], and they saw that I was blind. I asked them if I could use my computer (instead of a whiteboard). They said sure and I did my interview [on a standard laptop with screen-reader software, which translates every aspect of using a computer into audio cues.] In software engineering you can see someone doing their job; there was no doubt I was writing the code. I just answered their coding questions in two 45-minute interviews. Ultimately, they must have been impressed because I got the job and have been here ever since. I’m pretty glad I took the chance now!

“DIFFICULT BUT NOT IMPOSSIBLE”

When I first started my internship [in summer 2012], I was assigned to a project I wasn’t super interested in, and there was a lot of UI development involved. It would be difficult but not impossible for a blind person to do front-end development. You’re dealing with the visual layout of the web page–colors, styles, how the elements are positioned on the page. So my manager switched me to a back-end project for the summer that didn’t require me asking my coworkers about what the user experience looked like. I didn’t even have to ask; he wanted me to be successful and enjoy my project. So instead I helped develop a service that would send out email reminders for the people who rented out textbooks. It was really exciting working on a launch for something that hadn’t been provided to customers before.

When I came back as a full-time employee, I came to work on the trade-in team. That’s a team that works on when you have an old product, you trade it in and Amazon gives you a gift card. In July 2016, I came to my current team where we build tools that enable other teams to ensure that the retail site features are accessible.

I faced a lot of the same challenges as any new hire out of college: new technology at work, transitioning to a working schedule, moving across the country, living on my own, making new friends. Any time you have a 22-year-old straight out of college, people probably have doubts [about how that new hire will perform]. As for my blindness, I can’t read their minds. It seems like people are pretty open-minded here. When I interact with people over email, they have no idea I’m blind. Let’s say I’m at a meeting with someone I’ve never met in person, my blindness has yet to come up in conversation.

Continue onto Fast Company to read the complete article.

8 Best Work-from-Home Jobs

LinkedIn
Work-From-Home Jobs

If you’re on disability and in need of some supplementary income, you should feel at ease knowing that they are plenty of work-from-home jobs available, perfect for people with disabilities. Each of the jobs listed in this article can supply you with the side income you’re looking for.

1. Freelance Writer

Upwork.com/Freelancer.com

If you enjoy writing, you might try your hand at freelancing with companies like Upwork and Freelancer.

Most likely, it’ll take a while to get the ball rolling on these sites, but once you get a few gigs under your belt and start to build a reputation, you’ll have an easier time landing gigs and charging higher rates. Here are a few pointers to get started.

First, you’ll need a portfolio to catch the eye of prospective clients. If you don’t have one already, offer to write a few articles for free until you do. Your portfolio should also cover a variety of subjects to show you’re versatile.

Second, make sure to personalize each application letter just like you would with a resume. Cookie-cutter, cut/paste applications won’t get noticed.

Third, request that the client leave you a good review when completing a gig (super important!)

Fourth, apply to recently posted jobs before others do!

Hubpages.com/eHow.com

Hubpages and eHow are websites made up of user-generated content wherein you get paid by the number of views your article gets. As you might suspect, you need a LOT of traffic to get a nice payout!

Textbroker.com/iWriter.com

You can also write for content writing services like Textbroker, iWriter, and HireWriters. While pay rates aren’t great, you’ll probably have an easier time making consistent money than freelancing on Upwork (at least initially).

2. Customer Service Representative

Are you outgoing and energetic? Are you a good listener and problem-solver? Can you multi-task and think on your feet? If you exhibit these qualities, customer service may be right for you. As a customer service representative, you’ll help answer customers’ products and billing-related questions, take reservations, supply technical support and other services over the phone or via internet chat. And if you’re bilingual, even more opportunities will be available to you.

They are several companies that offer customer service jobs for people with disabilities including Convergys, Arise Virtual Solutions, LiveOps, and government-sponsored My Employment Options, and NTI (National Telecommuting Institute).

3. Medical Transcriber

Medical transcription is a popular home-based job that involves converting a doctor’s voice recordings into text format. But unlike other jobs mentioned in this article, medical transcription requires extensive training, sometimes up to two years depending on the country. But at this point, it’s debatable whether it’s worth your time and money as the profession is slowly being phased out as more doctors now use voice-recognition software instead.

Still, there are plenty of non-medical transcription jobs available which you could pursue (without needing much training), such as becoming a law transcriber for an online service like SpeakWrite.

4. Translator

Can you speak AND write fluently in at least one other language besides English? If so, you might try your hand at translation. And if you have expertise in a field like law, you’ll likely find even more jobs. The more specialized the subject matter, the more work opportunities. Check out Proz and Translators Cafe to get started.

5. Online Tutor

If you have at least a bachelor’s degree and good communication skills, online tutoring may be a good fit for you. Depending on the company, you’ll probably be asked to take a screening exam to test your writing ability and knowledge of the subject you’d like to teach. Keep in mind, some subjects are in more demand than others, especially math, finance and science. Here are few companies to look into: Tutor, e-Tutor, and eduboard.

6. Etsy/eBay Seller

Do you like making crafts with your hands? Things like jewelry, pottery, or teddy bears? Why not try selling your work online through platforms like Etsy or eBay? Once you buy supplies and create your products, you can make them available for sale online! But be forewarned—it can take a fair amount of work to build up residual income from your efforts.

Whatever you do, don’t get involved with work-from-home craft “assembly” jobs, where companies require you to buy materials through them to assemble and send back in exchange for payment. Often, these companies reject the work you submit. Why? Because they set unrealistic quotas and deadlines that no one could possibly meet, and you’ll likely wait forever for a check that doesn’t arrive. If you still want to make money assembling items, stick with a reputable company like TaskRabbit instead.

7. Survey Taker

Every year, billions of dollars are spent on market research to understand consumers in every area of life, from food and travel to cars and gadgets. One way these companies gather data is by conducting surveys and that’s where you company. You get paid for simply completing surveys online!

But here’s the truth … while it may be fun in the beginning, the monotony of survey-taking may test your patience after a while. And you’ll need to complete a TON to make anything more than pocket change. Still, it’s a viable option; just make sure not to fall for the dozens of survey scams out there. A few trustworthy ones worth checking out include Cash Crate, Global Test Market, Panda Research, and Toluna.

8. Affiliate Marketer

As an affiliate marketer, you get paid commission for selling a company’s product through a website. In time and with enough effort, you can build a business that even pays you while you’re sleeping!

You won’t have the stress of dealing with unfriendly customers like you might in a customer service job.

You won’t have to look for the next gig as soon as one has ended like you would as a freelance writer, transcriber or translator.

You won’t have to contend with inventory, packaging, and customer returns like you would as an Etsy/eBay seller.

You won’t have to suffer from boredom after completing the umpteenth survey as a professional survey taker.

Instead, you can build a side business around something you actually enjoy.

Of course, they’re other work-from-home jobs for the disabled but the ones listed in this article provide more opportunities than most for homebound individuals. So why not give one or more of these jobs a try!

Source: confinedtosuccess.com

About the Author
Stephan Zev
Stephan Zev is the owner of ConfinedToSuccess.com. He created confinedtosuccess.com to help people with disabilities and chronically ill individuals take better control of their lives physically, mentally, emotionally, spiritually and even financially.