Podcasts about work opportunity tax credit

We sit down on with Assembly Labor Committee Chair Harry Bronson (D - Monroe County) the push for the Work Opportunity Tax Credit and other labor priorities in the state budget. President Donald Trump has moved to dismantle the federal education department - potentially putting funding for pell grants in limbo. We unpack the concerns around these cuts and the push to get increased funding for tuition assistance.   EXPLORE MORE: nynow.org

Hiring new employees is a big step, but did you know it can also save you money on your taxes? In this episode, we dive into the Work Opportunity Tax Credit—a little-known but powerful federal program that rewards businesses for hiring employees from certain targeted groups, like veterans, long-term unemployed, and more. We'll break down how this credit works, who qualifies, and how you can claim it to reduce your tax bill by thousands of dollars per employee. Plus, you'll learn why this credit is a win-win, helping you save money while giving someone in need a chance at a job. If you're a business owner looking to hire, you don't want to miss this valuable tip that could put money back in your pocket.  Tune in to discover how to take advantage of this incredible tax benefit!   Next Steps: ☎️ Find out how much you're overpaying in taxes every year!  Schedule a FREE discovery call to find out --> https://phillipsbusinessgroup.com/

Send us a Text Message.Business owners are always hiring new employees, but most of the time they're missing out on potential tax credits just because they're unaware about what's available.In this episode, Mike Jesowshek, provides a comprehensive guide on the Work Opportunity Tax Credit (WOTC) and how you as a business owner might be able to take advantage of this tax credit. He explains what the WOTC is, who qualifies for it, how to claim it, and its benefits. Throughout the episode, Mike shares practical advice and examples to help business owners understand and implement this valuable tax credit.[00:00 - 03:30] What Is The Work Opportunity Tax CreditA business credit available to employers who hire individuals from targeted groupsDesigned to incentivize businesses to hire from specific populations that may face barriers to employmentA way for businesses to reduce their tax liability while diversifying their workforce and making a positive community impact[03:31 - 06:45] Targeted Groups and Credit AmountThe targeted groups eligible for WOTC include:VeteransState assistance recipients under part four of title four of the Social Security Act (SSA)FelonsResidents in designated empowerment zones or rural renewal countiesIndividuals referred following a rehabilitation plan or programRecipients of Supplemental Nutrition Assistance Program (SNAP)Recipients of Supplemental Security Income Benefits under Title 16 of the Social Security ActIndividuals experiencing long-term unemploymentThe general rule for credit amount is 40% of the first $6,000 in wages for employees working 400+ hours.The maximum credit is typically $2,400 per eligible employee[06:46 - 09:15] Claiming the WOTCComplete IRS Form 8850 before or on the day of job offer.Submit the form to the local agency within 28 calendar days of the employee's start date.Wait for certification from the local agency.Claim the credit using Form 5884 on your business tax return.[09:16 - 15:00] Benefits, Examples and ConsiderationsBenefits include tax savings, a diverse workforce, and community impact.The WOTC is a dollar-for-dollar tax credit, not a deduction.Direct Quotes:"The truth is that business owners are always hiring new employees, but all too often they're missing out on potential tax credits simply because they don't know about them." - Mike Jesowshek, CPA"This is a credit, which means it's a dollar for dollar in tax savings. This is not a tax reduction. This doesn't reduce your income." - Mike Jesowshek, CPAResources Mentioned:IRS Form 8850Form 5884______Podcast Host: Mike Jesowshek, CPA - Founder and Host of Small Business Tax Savings PodcastJoin TaxElm: https://taxelm.com/IncSight Packages (Full-Service): https://incsight.net/pricing/Book an Initial Consultation (IncSight): https://app.simplymeet.me/o/incsight/sale-------Podcast Website: https://www.TaxSavingsPodcast.comFacebook Group: https://www.facebook.com/groups/taxsavings/YouTube: https://www.youtube.com

Brian M. Kelly is the Managing Partner of CMS (Cost Management Services) at iRecruit. Brian has over 25 years of experience in the Human Resources software and tax credit industry. CMS originally sold HR Software, and Work Opportunity Tax Credit Screening, and developed iRecruit for our Sage HRMS customers to meet the need to automate and streamline their recruiting, applicant tracking, and electronic onboarding operations. Brian has a BS in Finance from the University of Central Connecticut. CMS is a member of the Society for Human Resource Management. In his spare time Brian both plays and coaches ice-hockey, and is an avid golfer and boater. Calculate your WOTC savings. Summary HR software and tax credits with industry expert Brian Kelly. Brian Kelly discusses his experience in HR software and tax credits with Ed Kless. Work Opportunity Tax Credits and their potential benefits for businesses. Businesses can improve marketing and sales by taking advantage of Work Opportunity Tax Credits, despite being lesser-known and more difficult to implement due to IRS regulations. Tax credits for new hires and their value to businesses. Brian Kelly estimates that small businesses can earn $36,000 in tax credits per year by hiring new employees who qualify for the Work Opportunity Tax Credit. Educating business partners and clients on tax credits and savings. Ed Kless suggests business partners educate clients on tax credits and savings opportunities. Tax savings and heroes in the workplace. Brian Kelly highlights his team's success in saving clients millions of dollars in tax credits and employer savings.

Brian M. Kelly is the Managing Partner of CMS (Cost Management Services) at iRecruit. Brian has over 25 years of experience in the Human Resources software and tax credit industry. CMS originally sold HR Software, and Work Opportunity Tax Credit Screening, and developed iRecruit for our Sage HRMS customers to meet the need to automate and streamline their recruiting, applicant tracking, and electronic onboarding operations. Brian has a BS in Finance from the University of Central Connecticut. CMS is a member of the Society for Human Resource Management. In his spare time Brian both plays and coaches ice-hockey, and is an avid golfer and boater. Calculate your WOTC savings. Summary HR software and tax credits with industry expert Brian Kelly. Brian Kelly discusses his experience in HR software and tax credits with Ed Kless. Work Opportunity Tax Credits and their potential benefits for businesses. Businesses can improve marketing and sales by taking advantage of Work Opportunity Tax Credits, despite being lesser-known and more difficult to implement due to IRS regulations. Tax credits for new hires and their value to businesses. Brian Kelly estimates that small businesses can earn $36,000 in tax credits per year by hiring new employees who qualify for the Work Opportunity Tax Credit. Educating business partners and clients on tax credits and savings. Ed Kless suggests business partners educate clients on tax credits and savings opportunities. Tax savings and heroes in the workplace. Brian Kelly highlights his team's success in saving clients millions of dollars in tax credits and employer savings.

Kevin Tomalty and Adrian Gomez from Clifton Larson Allen joined us for a discussion about business taxes. The two talked about entity selection pros and cons for income tax purposes, Form 8846 tip credit and the Work Opportunity Tax Credit as they relate to income tax preparation and reporting. Find the slideshow here. Subscribe to Washington Hospitality Industry Podcast on Soundwise

Join Alaina and Chad Brown, CPA, and entrepreneur, as they discuss the essentials of entrepreneurship and start-up success. Chad shares that in business, failure is inevitable. But little failures are lessons and learning opportunities, and although it takes a while to piece everything together, you have tools around you to improve and succeed eventually. He also shares that you are often the resource person as a business owner or leader, which is why it is essential to find something that will recharge you. If you want to learn more about the secrets to being a successful entrepreneur, tune in and enjoy! Here's what to look out for in this episode: · From Corporate to entrepreneurship · Failures and lessons · Critical things of being an entrepreneur · Recharging is an integral part of a business owner · Power of associations · More! About Chad Brown: Over the past 20 years, he has helped several small businesses in start-up, planning, operations, marketing, and accounting. During that same time, he opened and grew six retail tax franchise offices doing over 3,000 tax returns annually and became an Area Developer for Liberty Tax in Omaha, NE guiding other local franchisees to success and helped 100's businesses reduce their tax liability by procuring lucrative hiring incentives through the Work Opportunity Tax Credit. His experience as an Entrepreneur has enabled him to be a reliable asset to his clients. He walked the walk! Find Chad Brown on . . . LinkedIn: https://www.linkedin.com/in/chad-s-brown-cpa-6a97745/ Connect with the Pursuit of Relentless Podcast! Website: https://alainanadig.ca Instagram: @alainanadig @pursuitofrelentless

The unemployment rate is at a 50-year low but there are still more than 10 million open jobs. That's going to create competition for talent. Use every resource available, including the federally funded Work Opportunity Tax Credit, which can either reduce your income tax or payroll tax if you hire certain types of candidates such as military veterans or the long-term unemployed, to name a few. Host Gene Marks details some of the perks of WOTC in this week's episode. Listen to the podcast. Other resources Instructions on Certification Process for WOTC DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

In this episode, we outline the history of the WOTC, discus the limited evidence on its effectiveness, and highlight potential room for improvement in the policy.

LIVE from SOAHR 2022: Jordan Alley, NetTax (North Fulton Business Radio, Episode 497) Jordan Alley, Director of Client Success for NetTax, was the guest on this episode of North Fulton Business Radio, LIVE from SOAHR 2022. Jordan and host John Ray talked about the work NetTax performs in recommending valuable tax credits for their clients, […] The post LIVE from SOAHR 2022: Jordan Alley, NetTax appeared first on Business RadioX ®.

Brian Sussman's News and Views You Won't Hear Anywhere Else with Steve MoskowitzSee omnystudio.com/listener for privacy information.

Listen to our podcast, Simplify Your Separation Paperwork, to learn more about how the right technology can help your organization better manage your HR offboarding forms. HR professionals know all too well the mountain of paperwork that comes along with hiring a new employee. But often the offboarding process doesn't receive the same attention and support. Did you know that several states require separation notices that must be sent to termed employees? Improper management of those forms may result in fines to your organization. In addition, many employers have their own separation paperwork which can lead to additional burden and a disjointed experience for the exiting employee. Hear our subject matter experts discuss the new Offboarding Forms service from Equifax Workforce Solutions and learn:  Why an employee's exit experience should be important to your organization What types of forms are most often required by states, plus employer-specific forms that you are likely to distribute How the rise in remote workers complicates the paperwork required 

There may be a huge pile of money waiting for you in your business. Jeff Newcorn is the guy who can help you find it. On this episode of the Inside BS Show, Dave Lorenzo interviews Employee Tax Credit expert, Jeff Newcorn. Join us and you'll discover the opportunity that may exist in your business.Chapters:00:00 The Hidden Money In Your Business: Employee Tax Credits01:01 Is it possible to run a marathon in all 50 states?06:29 What are Employee Tax Credits?08:56 Who is eligible for Tax Credits11:30 How much can your business receive from tax credits?12:52 Can people still get credit for employee retention during the COVID 19 pandemic?15:52 Who Qualifies for the Work Opportunity Tax Credit?18:49 Tax Credits: How do they work?23:30 Why do CPAs/Attorneys work with a Tax Credit Expert like Jeff?30:05 How did Jeff become a Tax Credit Expert?31:43 Which Industries are eligible for tax credits?Jeff NewcornEmployee Tax Credits Expert(847) 813-6622jeff.newcorn@rjeffrey.comhttps://rjeffrey.com/About Jeff Newcorn:Jeff Newcorn, an entrepreneur and proclaimed self-starter, created a professional tax credit business in 1998 and it continues to flourish to this day.  His broad background in accounting and financial systems provided the basis to offer a service that was simple to explain and easy for clients to use.  His technical background gave him the skills to build a system to manage and track the tax credit his company administers.  His business got early traction in the McDonald's system and has provided these tax credits to over 200 McDonald's owners.  To help sustain these government-enabled credits, Jeff joined a group of leading tax credit companies and participates their lobbying efforts in Washington, where he has met with many of the politicians you see on TV.Jeff's personal life mirrors the self-starter personality and drive it takes to run a business. After his first marathon in 1996, he tapped into his love of running.  Soon after he expanded his love of running and love of travel to pursue the goal of running a marathon in every state, which he completed in 2017. His outdoor passions also include long distance biking both domestically and doing overseas bike trips.

During our podcast, our guest, Maria Hayes, Vice President of Digital Strategy at Equifax Workforce Solutions, shares insights about APIs (Application Programming Interface). Topics include: -Understanding what APIs are and why HR should care -How HR can think about API technology for existing processes -De-mystifying the technology needs for an API integration Maria gives examples of APIs you use every day and explains how valuable they can be to HR teams from companies of all sizes. Listen today to learn more about how your organization and your employees can benefit.

During our podcast, our speaker Henry Perlowski, a Partner with Arnall Golden Gregory LLP, discusses the current state of the OSHA Emergency Temporary Standard (ETS), litigation around it, and what he thinks might be happening in the next few months. Topics include:   Deciding if certain segments of your employees need to be vaccinated vs. eligible for testing requirements How state mandates come into play  How communication with your employees can be a key to your success  The importance of knowing exactly where your employees are working right now Whether you should immediately terminate someone who is noncompliant  Listen today to learn more about how you can help prepare your organization for these mandates.

During our podcast, our subject matter experts recapped the recent OSHA vaccine mandate that affects every employer with more than 100 employees. Advice was discussed around the following topics:   Whether litigation of the mandate should delay you from establishing your process If you need to prepare for boosters shots being part of the mandate in the future If attestations are acceptable, and if so what are the requirements How to handle job applicants who may be applying for affected positions  Listen today to learn more about how you can help prepare your organization for these mandates. 

During this podcast, Christy Abend, Director of Product Strategy for the Affordable Care Act Management service at Equifax will discuss some key points for employers to better understand how vaccine mandates and potential surcharges could potentially affect the affordability of their healthcare plan.  If you are considering a premium surcharge for unvaccinated employees similar to a tobacco surcharge, you run the risk of rendering your plan “unaffordable” according to the ACA standards. That could lead to potential fines if any of your employees go to the exchange, enroll in coverage, and are determined to be eligible for a subsidy.  Listen today to learn how those calculations are made, and more about how you can manage the requirements of the ACA. 

Dr. Friday 0:00 Good day. I'm Dr. Friday, president of Dr. Friday Tax and Financial Firm. To get more info go to DrFriday.com. This is a one-minute moment. Dr. Friday 0:12 Employers that claim the Work Opportunity Tax Credit get welcoming ease because they've now extended it to November 8 to file for the requested work. Remember, this is a tax extension through Congress. And basically this is for people that may be kept people on, had a hardship and maybe you got PPP one and PPP two. You might even get some EDIL, but you will also qualify up to like $16,000 an employee. It's huge. So if you're an employer that has employees that work through the COVID time and you're not sure if you've taken advantage of this you need to call our firm at 615-367-0819. Announcer 0:51 You can catch the Dr. Friday call-in show live every Saturday afternoon from 2 pm to 3 pm right here on 99.7 WTN.

This podcast is part of a series around vaccine mandates and how they may impact many of your HR processes. In this episode, we discuss how vaccine mandates could potentially impact your unemployment costs.  If your employees quit or are terminated due to a vaccination requirement and file for unemployment benefits, will the state actually award the benefits? Is there a difference between quitting before the mandate goes into effect vs. being let go for not complying? Hear what our unemployment cost management subject matter experts think may happen as these cases start to work their way through the state workforce agencies.  Listen today and learn more about how you can put yourself in the best position to win these types of cases.

Host Gene Marks wraps up season two of the Paychex Business Series podcast with advice for businesses facing the biggest issues of the year—rising costs and workforce disruptions. First, how can entrepreneurs and business owners like you tackle the challenges of inflation and supply chain increases? And what strategies—including higher pay, lifestyle benefits, federal tax credits, and referral sources—can you use to compete for employees in today's tight labor market? Resources: To explore how the Work Opportunity Tax Credit could help your business navigate the current hiring crisis, visit: www.paychex.com/articles/payroll-taxes/latest-work-opportunity-tax-credit-developments.  To dig inside wage and employment trends by national, regional, state, metro, and industry segments, visit the Paychex | IHS Markit Small Business Employment Watch at www.paychex.com/employment-watch. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

Credits A wide variety of tax credits may reduce income tax at the federal and state levels. Some credits are available only to individuals, such as the child tax credit for each dependent child, American Opportunity Tax Credit for education expenses, or the Earned Income Tax Credit for low income wage earners. Some credits, such as the Work Opportunity Tax Credit, are available to businesses, including various special industry incentives. A few credits, such as the foreign tax credit, are available to all types of taxpayers. Payment or withholding of taxes. The United States federal and state income tax systems are self-assessment systems. Taxpayers must declare and pay tax without assessment by the taxing authority. Quarterly payments of tax estimated to be due are required to the extent taxes are not paid through withholdings. The second and fourth "quarters" are not a quarter of a year in length. The second "quarter" is two months (April and May) and the fourth is four months (September to December). Employers must withhold income tax, as well as Social Security and Medicare taxes, from wages. Amounts to be withheld are computed by employers based on representations of tax status by employees on Form W-4, with limited government review. State variations. Forty-three states and many localities in the U.S. impose an income tax on individuals. Forty-seven states and many localities impose a tax on the income of corporations. Tax rates vary by state and locality and may be fixed or graduated. Most rates are the same for all types of income. State and local income taxes are imposed in addition to federal income tax. State income tax is allowed as a deduction in computing federal income, but has been capped at $10,000 per household since the passage of the 2017 tax law. Prior to the change, the average deduction exceeded $10,000 in most of the Midwest, most of the Northeast, as well as California and Oregon. State and local taxable income is determined under state law, and often is based on federal taxable income. Most states conform to many federal concepts and definitions, including defining income and business deductions and timing thereof. State rules vary widely regarding individual itemized deductions. Most states do not allow a deduction for state income taxes for individuals or corporations and impose tax on certain types of income exempt at the federal level. Some states have alternative measures of taxable income, or alternative taxes, especially for corporations. States imposing an income tax generally tax all income of corporations organized in the state and individuals residing in the state. Taxpayers from another state are subject to tax only on income earned in the state or apportioned to the state. Businesses are subject to income tax in a state only if they have sufficient nexus in (connection to) the state. --- Send in a voice message: https://anchor.fm/law-school/message Support this podcast: https://anchor.fm/law-school/support

During our podcast, our guest, Tammy Meckley, the Associate Director, US Citizenship and Immigration Services, Immigration Records and Identity Services Directorate with the Department of Homeland Security shares about the benefits of the E-Verify program and where the program is headed in the future. She covers how the program has grown and the impressive employment authorization rates employers are getting when using the system.  Plus she covers tips for employees to use tools from E-Verify to proactively review and confirm their data. Listen today to learn more about the E-Verify program and how your organization and your employees can benefit.

This episode we continue to bring business development to the listeners. We cover the Work Opportunity Tax Credit.  Hope this helps!I speak with Mike Lancey who is originally from Los Angeles.  He shares life growing up in LA.  Everything from running on top of the cinder block walls that enclosed the back yards to his humble beginnings growing up with 2 brothers and a sister,  in a very small home.  He also was an early skate boarder - his board had metal wheels.   He also shares some valuable lessons he learned playing high school football.He is now the President and CEO of McKenzie Chase Management, Inc.  based out of Seattle Washington.  They help employers navigate the Work Opportunity Tax Credit.  The WOTC is a specialty that McKenzie Chase specializes in.  The WOTC is not something a CPA firm usually does because it is so specialized.MCM has over 38 years of specialization in employer tax credits, culminating with the creation of the "MCM Program" which is:-WOTC (Work Opportunity Tax Credit- Empowerment Zones- Indian Employment Credits- COVID-19 Payroll Tax Credits and Audits- State and local tax credits and incentives The Work Opportunity Tax Credit is a tax incentive program that motivates employers to hire and retain employees. For every eligible employee you hire, your business can qualify for a tax credit up to $9,600 during the first year of employment. Put our connections and expertise to work for you. Our team is backed by experience, technology and processes unmatched in the industry: ■ Over 30 years of industry experience nationwide ■ A full-support client service culture ■ Customized reporting ■ Integrated and seamless services ■ Affordable pricing with money back guarantee. Mckenzie Chase (MCM) gets you the tax credits you're entitled to. Employers.... you get all the credit, and MCM does all the work. Michael Lancey, MBA | EA | President & CEOMckenzie Chase Management, Inc. Seattle, WA Office: (206) 547-8277 Toll-free: (866) 547-8277 US Mail: PO Box 30550, Seattle, WA 98113 Fax: (206) 524-7775 Scans: Apps@MckenzieChase.comWeb: https://www.mckenziechase.comAdmin: https://wotc.MckenzieChase.com

In this special episode of the Paychex Business Series podcast, Gene Marks sat down with Paychex President and CEO, Martin Mucci, at the recent Paychex Business Conference 2021 to discuss the business outlook and what it all means for companies like yours. Listen in as they talk about what he's seeing on the labor front, what the future may hold for supply chain, new ways of attracting employees, tax credits for employers such as the Employee Retention Tax Credit and the Work Opportunity Tax Credit, getting creative with benefits, and more. Resources: For more insights into wage and employment trends on a national, regional, state, metro, and industry basis, take a look at the Paychex | IHS Markit Small Business Employment Watch at www.paychex.com/employment-watch. Be sure to watch our other great sessions from the Paychex Business Conference 2021 at www.paychex.com/thrive. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

During our podcast, our guest, Tammy Meckley, the Associate Director, US Citizenship and Immigration Services, Immigration Records and Identity Services Directorate with the Department of Homeland Security shares about the benefits of the E-Verify program and where the program is headed in the future. She covers how the program has grown and the impressive employment authorization rates employers are getting when using the system.  Plus she covers tips for employees to use tools from E-Verify to proactively review and confirm their data. Listen today to learn more about the E-Verify program and how your organization and your employees can benefit.

Over the last year, we've seen a number of government programs designed to assist the restaurant industry with grants and loans. For many years prior, however, there's been an offering of tax credits for hiring and employing certain groups of individuals that has been extremely underutilized. During this episode of The Tip Share, RASI Partner Efficient Hire’s Chris Woltz, Chief Operations Officer, and Amber Ankele, Director of Services Operations, join RASI Director of Partnerships, Brad Bertram to discuss the Work Opportunity Tax Credit, or WOTC as it is most commonly referred to. Read the full Blog Post: https://restaurantaccountingservices.com/blog_posts/is-your-restaurant-missing-out-on-beneficial-tax-credits Watch the full Video: https://youtu.be/LnCm1gQO87g Social Handles: RASI Instagram: https://www.instagram.com/rasinc__ RASI Twitter: https://twitter.com/RASInc_ RASI Facebook: https://www.facebook.com/RestaurantAccountingServicesInc RASI LinkedIn: https://www.linkedin.com/company/restaurant-accounting-services-inc-rasi

During our podcast:  Listen as our unemployment subject matter experts offer tips to help make the hearings process easier and practical steps you can take to help maximize your chance of winning.

Hear about the E-Verify program and get tips on the do's and don'ts to make E-Verify easier and help protect your organization.

Rancho Mesa's Alyssa Burley and Account Executive of the Employee Benefits department, Shane Medlin discuss a tax credit that may help employers mitigate the increasing cost of doing business. Show Notes: Subscribe to Rancho Mesa's Newsletter. Director/Producer/Host: Alyssa Burley Guest: Shane Medlin Editor: Lauren Stumpf Music: “News Room News” by Spence © Copyright 2020. Rancho Mesa Insurance Services, Inc. All rights reserved.

An internal I-9 audit can help your organization find issues, make corrections, and improve your processes to better prepare your organization for an ICE audit. Get tips from our I-9 pros on steps you should take today to help get your I-9s in order.

What is unlocked? Every piece of our jewelry is made by a woman transitioning out of homelessness, using recycled materials to bring you jewelry that's better for people and the planet. ALEXIS COOK, CO-FOUNDER We love when beautiful things are used for beautiful reasons. Like handmade jewelry that employs and supports Nashville’s homeless. On this episode of She’s in the City, we sat down with Alexis Cook, Co-Founder of Unlocked Nashville, a social enterprise jewelry company that employs people transitioning out of homelessness. That’s right, not only do the company’s funds company go toward securing wages, housing, careers, community, and confidence for Nashville’s homeless, but the actual hands behind the product and names on the payroll have been hired off the streets and set in motion for hope of a better future.  A Nashville native with compassion for humanity and compulsion to initiate change, Alexis launched Unlocked last year, her senior year as an undergrad at Vanderbilt, at age 22. She’d studied human organization and economics, but getting out of the classroom and onto the streets (figuratively and literally) left Alexis with what she laughingly calls, “an MBA on the fly.” The year prior, she had been forced to take a medical leave of absence from school due to a debilitating battle with Lyme disease. In her “free time,” as she puts it, she didn’t wallow in bed or binge on Netflix. She walked the streets of downtown Nashville talking with and getting to know real people experiencing homelessness. She’d always had a heart for those living without homes and decided this was her chance to let them truly be seen and be heard. “At our core,” she says, “everyone’s the same.” UNFORESEEN FINANCING From there the story only gets crazier. A company whose business plan was scratched out in 30 minutes, sitting on a sidewalk curb while Alexis was locked out of her car, and whose start-up financing was a duffle bag of cash left to her at the verbal will of a dying homeless man himself – Unlocked is a story, a mission, and a brand you don’t want to miss! “We started the company because we care about our makers, “ Alexis told us. Neither her nor her business partner, Corbin, had any background in jewelry, fashion, or design. They started by having the homeless women they hired craft and sell necklaces, each of which comes with the maker’s personal signature and bio. They’ve since expanded to bracelets and earrings and are currently pursuing opportunities for an all-green line of product. “We love the idea that anyone can add beauty to the world, and that beauty can be found in the midst of anyone’s life or circumstances.” We couldn’t agree more! Check out Unlocked’s mission and beautiful handiwork, and never underestimate how little it takes to support those suffering homelessness in our city. HOW CAN WE HELP? To support Unlocked, you can: To support Unlocked, you can: -Read more and shop our website at becomeunlocked.com -Follow us on FB and IG @becomeunlocked -Join our newsletter here To support people experiencing homelessness you can: Look people in the eyes, smile, say a few kind words, and show them that you value them as a human Volunteer or donate to local nonprofits, focusing on organizations that emphasize dignity and sustainability in their approach Support local social enterprises Advocate for affordable housing by writing your local representatives, including your State Legislator and Council Member Support Housing First models Utilize the Work Opportunity Tax Credit to save your company money by hiring vulnerable people, including those transitioning out of homelessness

Listen as our unemployment and tax specialists chat about recent unemployment changes and what employers can expect from SUI tax rate increases.

Our I-9 experts discuss what employers and HR teams should be thinking about to help better prepare for a return to work strategy.

Welcome to The Profit Talk! In this show, we're going to help you explore strategies to help you maximize profits in your business while scaling and creating the lifestyle that you want as an entrepreneur. I am your host, Susanne Mariga! I'm a certified Profit First Master. Let's dive into strategies to maximize profits in your business! Visit my FREE Facebook Group, The Profit First Masterclass, where I'll be sharing additional exclusive trainings to members of the community.  If you're excited about what's next for your business and upcoming episodes, please head to our itunes page and give us a review! Your support will help me to bring in other amazing expert interviews to share their best tips on how to powerfully grow in your business!

In the episode, I interview Chad Brown, President and CEO of Mancon Tax Services located in South Carolina. Chad's company specializes in helping businesses utilize the Work Opportunity Tax Credit, which can be a huge help in offsetting the high costs of hiring and training new staff.WOTC credits can range from $2,400 to as much as $9,600 per employee hired!For businesses that need to hire W2 employees as the states reopen their economies, the Work Opportunity Tax Credit is a terrific program everyone should use!Like I always say, getting paid EXTRA for something you are going to do ANYWAY is the very definition of FOUND MONEY!For more information on the Work Opportunity Tax Credit, please call me at 713-906-3710 or send me an email to: tom@tombrodie.bizTom BrodieThe Found Money Guy713.906.3710www.TheFoundMoneyGuy.comtom@tombrodie.biz

Our experts Jason Fry, Maureen Hourihan and Scott Shipmann discuss the impact of disaster tax credits on your business. They also highlight real use cases and explain how easy it can be for an organization to capture these credits.

From extensions for individual and business expenses—including the Work Opportunity Tax Credit—to a change in the kiddie tax, catch up on some of the latest laws and updates.

Hear about the E-Verify program and how it can help protect your organization and your employees. Learn when and how you should be using E-Verify and get tips to help make E-Verify even easier.

Unfortunately, state unemployment divisions do make errors from time to time and charge employers incorrectly for unemployment benefits. For many employers, these overpayments can have significant financial consequences. But how do you know when some unemployment benefit charges are valid and others are not? Listen now to hear from our unemployment experts as they break down the tricky uncovering of overpayments.

Learn more about the I-9 Anywhere service to help your organization get a better handle on I-9s. With a nationwide network of trained completers you can help ease the burden on your hiring managers and create a better experience for new hires.

I-9 ICE audits are on the rise. Learn what employers can expect if they're ever involved in an ICE audit. Listen to understand the who, what, when, and how of I-9 ICE audits and hear tips you can use to help get your organization prepared.

Getting to 100% WOTC screening can pay off big, but can also be overwhelming to think about to get there. Listen in as we break down common concerns and insightful tips and tools to help make 100% screening a reality in your organization. We’ll highlight how the Work Opportunity Tax Credit not only helps your community, but also provides a dollar-for-dollar reduction on your income tax.

HR departments are increasingly being measured on the amount of WOTC credit they facilitate throughout the year. But how do you know if your organization is close to maximizing its full WOTC potential? Listen in for helpful tips on how to better track and claim the maximum amount allowed. You’ll hear from the experts with over 20-years of experience on why forecasting WOTC is so critical.

With the unemployment rate as low as it has been in the last 50 years, employers know how difficult it is to hire qualified employees. Did you know that the IRS has a federal tax credit for hiring individuals in targeted groups? Hiring individuals from these targeted groups can fill a need and save some taxes for your business. Listen in and learn more!

The Work Opportunity Tax Credit (WOTC) is a Federal tax credit available to employers for hiring Veterans, Disabled Veterans and other non-Veteran groups.  Eligible employers can receive a federal tax credit ranging from $1,200 to $9,600 for each qualified employee hired under the WOTC program, or $9,000 over a two-year period for employees hired who were long-term public benefits recipients prior to hire.  Over $1 billion in tax credits are dispersed each year by the WOTC program. As a Veteran, not only does your time and dedication qualify you as a high quality candidate, these Veteran Tax Credits make you even more desirable for employers looking to hire Veterans.   www.veterantaxcredits.com  

We love when beautiful things are used for beautiful reasons. Like handmade jewelry that employs and supports Nashville’s homeless. On this episode of She’s in the City, we sat down with Alexis Cook, Co-Founder of Unlocked Nashville, a social enterprise jewelry company that employs people transitioning out of homelessness. That’s right, not only do the company’s funds company go toward securing wages, housing, careers, community, and confidence for Nashville’s homeless, but the actual hands behind the product and names on the payroll have been hired off the streets and set in motion for hope of a better future.  A Nashville native with compassion for humanity and compulsion to initiate change, Alexis launched Unlocked last year, her senior year as an undergrad at Vanderbilt, at age 22. She’d studied human organization and economics, but getting out of the classroom and onto the streets (figuratively and literally) left Alexis with what she laughingly calls, “an MBA on the fly.” The year prior, she had been forced to take a medical leave of absence from school due to a debilitating battle with Lyme disease. In her “free time,” as she puts it, she didn’t wallow in bed or binge on Netflix. She walked the streets of downtown Nashville talking with and getting to know real people experiencing homelessness. She’d always had a heart for those living without homes and decided this was her chance to let them truly be seen and be heard. “At our core,” she says, “everyone’s the same.” UNFORESEEN FINANCING From there the story only gets crazier. A company whose business plan was scratched out in 30 minutes, sitting on a sidewalk curb while Alexis was locked out of her car, and whose start-up financing was a duffle bag of cash left to her at the verbal will of a dying homeless man himself – Unlocked is a story, a mission, and a brand you don’t want to miss! “We started the company because we care about our makers, “ Alexis told us. Neither her nor her business partner, Corbin, had any background in jewelry, fashion, or design. They started by having the homeless women they hired craft and sell necklaces, each of which comes with the maker’s personal signature and bio. They’ve since expanded to bracelets and earrings and are currently pursuing opportunities for an all-green line of product. “We love the idea that anyone can add beauty to the world, and that beauty can be found in the midst of anyone’s life or circumstances.” We couldn’t agree more! Check out Unlocked’s mission and beautiful handiwork, and never underestimate how little it takes to support those suffering homelessness in our city. HOW CAN WE HELP? To support Unlocked, you can: -Read more and shop our website at unlockednashville.com -Follow us on FB and IG @unlockednashville -Join our newsletter at unlockednashville.com/pages/email-sign-up -Host an Unlocked Party at your home or office to share our story and earn 10% commission on sales (for parties in Middle TN, one of our Makers can come and share her story and sell jewelry, and for those out of the area we will ship all of the necessary products and sales equipment) -Apply to become an Unlocked Ambassador at https://docs.google.com/forms/d/e/1FAIpQLSfUZlUCH8fowwJWVmPS61K9mqbPQAPuzzg7eZN5BPwEPse9nA/viewform To support people experiencing homelessness you can: -Look people in the eyes, smile, say a few kind words, and show them that you value them as a human -Volunteer or donate to local nonprofits, focusing on organizations that emphasize dignity and sustainability in their approach -Support local social enterprises -Advocate for affordable housing by writing your local representatives, including your State Legislator and Council Member -Support Housing First models -Utilize the Work Opportunity Tax Credit to save your company money by hiring vulnerable people, including those transitioning out of homelessness

There are significant tax incentives for employers to attract, hire, and retain individuals in specific untapped markets. To support these initiatives, the government sponsors the Work Opportunity Tax Credit (“WOTC”) – an employment tax credit to incentivize hiring individuals with certain barriers to employment. Check out our latest episode of Raising the HR Bar highlighting the benefits of hiring veterans, disabled veterans, and individuals with criminal records.  Employers who hire individuals in these target groups are eligible to earn a tax credit between $1,200 and $9,600 per employee.  The amount of the credit depends on the target group of the new employee and the number of hours worked for the business.  For example, if an employee works at least 120 hours, the employer may claim a tax credit equal to 25% of that employee’s first year wages, up to the maximum tax credit.   A business that hires a disabled veteran who has been unemployed for at least 6 months may receive up to $9,600 in tax credits. To maximize the tax credits our clients receive, MBA partners with HIREtech, a national tax credit company. HIREtech is fully integrated with MBA’s technology platform, along with our Applicant Tracking System, JazzHR.  The process is simple and streamlined.  When a new hire is completing their electronic new hire paperwork, survey questions help determine whether the new hire is in a WOTC target group.  By selecting “yes” to certain questions, HIREtech automatically sends the required forms to the applicable state agencies to begin the process of obtaining tax credits for the employer. Importantly, because of MBA’s partnership with HIREtech, our clients do not have to interact with any state agency to obtain these credits nor are they charged any upfront costs or setup fees. HIREtech only charges a percentage of the total tax credit if one is received. Providing opportunities to individuals with barriers to employment is mutually beneficial.  Employers may be overlooking qualified talent in untapped markets.  By focusing your recruiting efforts on veterans, disabled veterans, and individuals with criminal records, employers will benefit from valuable workers and financial incentives under the WOTC program. For more information about MBA’s partnership with HIREtech and obtaining tax credits, contact a member of our Client Services team at info@mbahro.com or 888.622.6460. To discuss how businesses can strategically access untapped markets, the applicable laws for each target group, and additional benefits of providing employment opportunities for these individuals, contact an HR Consultant at HR@mbahro.com. To view the Webinar in it's entirety click here.

Angela has overall product responsibility for the Tax and Compliance Solutions for Equifax Workforce Solutions.  The portfolio includes Unemployment Cost Management, I-9 Management, Compliance Center, Tax Form Management and Tax Credits and Incentives. In 2017, Angela was recognized as a leader in HR technology and named as one of the ”300+ Women in HR Technology Worth Watching“ by Recruitingdaily.com.  Angela’s team played a key role in the development  of  I-9 Management’s innovative I-9 Audit and Remediation and  I-9 Anywhere, which were recognized at the HR Technology Conference as one of HRE’s Top Products of the Year in 2015 and 2017 respectively. Angela has worked for over 20 years assisting employers and governmental entities with competitive growth strategies, incentive negotiations, job creation and attraction strategies, regulatory compliance and technology implementations.  Prior to joining Equifax, Angela was the Southeast Tax Credits Practice Leader for KPMG LLP, where she was instrumental in the development of a national tax credit and training incentives database. Angela received her Certified Economic Developer (CEcD) designation in 1994. She serves on the executive board of the National Employment Opportunities Network (NEON), the leading advocacy group for the Work Opportunity Tax Credit, and previously served on the editorial board of Strafford Publishing’s Tax Incentives Alert. Angela is a past president of the South Carolina Economic Developers Association and has served on the tax study committee of the South Carolina Department of Revenue. Angela has co-authored several articles on domestic and international tax issues for the Journal of Multistate Taxation, and has authored several articles on I-9 management and unemployment cost management best practices.   

This episode features an interview with Sue Hoffman, Senior Associate of Innovation, Philadelphia Works, and Jonathan Todd, Director of Talent Development, Philadelphia Commerce Department as they discuss the work that is being done to help returning citizens to find meaningful employment. To learn more, visit the below resources:  Guidelines and other resources for employers considering Fair Chance Hiring: http://www.philaworks.org/business/fair-chance-hiring/   For employers ready to hire, contact PA CareerLink Philadelphia or the Mayor’s Office of ReIntegration Services (RISE): business@pacareerlinkphl.org  or www.phila.gov/rise/employer   “Ban the Box” Fair Chance Hiring Law -- contact the Philadelphia Commission on Human Relations: www.phila.gov/humanrelations   Work Opportunity Tax Credit, Federal Bonding and other federal incentives to hire returning citizens: www.pacareerlink.pa.gov   FCHI Link: https://business.phila.gov/fairchance/   Business Incentives: https://business.phila.gov/   Office of Workforce Development: https://beta.phila.gov/programs/workforce-development/   Doing Biz w/ the city: http://www.phila.gov/commerce/doBusiness/Pages/default.aspx  

Job Insights #3: Mastering the Elephant in the Room - Disclosing a Disability in the Job Interview Process. Transcription Provided   Full Transcription Below Welcome to Episode 3 of  Job Insights with Serina Gilbert and Jef Thompson. We focus on Employment, Careers, enhancing opportunities and bringing you  the latest innovations from across the Vocational  Rehabilitation field to ensure your choices lead you down the career pathway that you want and succeed in gainful employment. From getting started with services, to assessments, Individual Plan for Employment (IPE) to gaining the skills to succeed and tools for success, Job Insights will be giving you tips and tricks to help your journey to employment and break down the barriers along the way. In this episode we take on the White Elephant in the Room, that is, the job interview room. With guest voices answering the question, “Do you disclose your disability during the job interview process, and if so, when do you disclose?” Hosts Serina Gilbert and Jeff Thompson take a good look at this Million Dollar question from all points of view and leave you with information that will better prepare you for your job interview process. There may not be one set way and being prepared for the job interview gives you an advantage that may help you land the career you want. Check out episode 3 of Job Insights and send us your feedback and topic suggestions by email. mailto:jobinsights@blindabilities.com   Follow the Job Insights team on twitter @JobInsightsVIP http://www.twitter.com/jobinsightsvip   Job Insights is part of the Blind Abilities network.   Thank you for listening. You can follow us on Twitter @BlindAbilities On the web at www.BlindAbilities.com Send us an email Get the Free Blind Abilities App on the App Store. Get the Free Blind Abilities App on the Google Play Store.   Full Transcription   [Music] Female voice: And most of the people that worked there did not know that I had any sort of vision impairment or anything like that, and at that time I was not comfortable walking around with my cane. Jeff: Job Insights, a podcast to help you carve out your career pathway and enhance the opportunities for gainful employment. Female voice: Because an interview is not just the employer figuring out if they want to hire you, it's you figuring out if you want to work for the employer as well. Jeff: To help you navigate the employment world and give you Job Insights and enhance the opportunities to choose the career you want. Selling yourself, you want to be the best box of cereal on the shelf because when people come down they're looking at all the colors all the things, what makes them pick a certain box? Is it the toy inside, is it the fancy colors? So you had to start selling yourself and be the one they pick. Female voice: If you have more of a obvious disability, you want to make sure that you kind of address that in a way that makes it so that they're not thinking about that, they're thinking about your skills, that's what their inner monologue isn't about you, it's about what they think that you can't do in their bias. Jeff: And you can find the Job Insights podcast on Blindabilities.com, part of the Blind Abilities network, with host Serina Gilbert and myself, Jeff Thompson. And you can contact us by email at Job Insights@BlindAbilities.com, leave us some feedback or suggest some topics that we cover. On Twitter at Job Insights VIP and check out the Job Insight support group on Facebook where you can learn, share, advise, and interact with the Job Insights community. [Music] Female voice: I didn't catch them off guard by showing up with a cane, and I found that that approach worked really well for me. [Music] Jeff: Learn about resources for training, education, and employment opportunities. Female voice: I think sighted people just like since video calls exist, they, that's what they use, so it's definitely becoming, it's going to be a type of interview than most people will have I think. Jeff: And now please welcome Serina Gilbert and Jeff Thompson with Job Insights. Hey Serina! Serina: Hey Jeff! Jeff: To disclose or not to disclose, that is the question I ask of thee. Serina: Have you been reading Shakespeare? Jeff: No, but I have been reading the Job Insights support group page. There's been a topic going on there about disclosure. Serina: Yeah it seems like a lot of people have some different opinions on, do I talk about my disability in the job interview, do I not? [Sound Effect] Female voice: I have a very disability in that I use a cane, and I can't make eye contact and so I find that usually, and this is the same thing that I did after the phone interview but before the in-person interview, I disclosed. [Sound Effect] Female voice: Do I talk about it when I'm doing my cover letter or my resume or not? [Sound Effect] Male voice: If you're applying for a position and it involves using some kind of accommodation, then it's probably wise to disclose it. [Sound Effect] Serina: And I really wanted to see if we could talk about that a little bit today get some different opinions. [Sound Effect] Female voice: If I need to than I do, if I don't need to I don't. [Sound Effect] Serina: Just get it all out there, I know this will be a pretty divisive topic, everyone has some pretty strong opinions on disability disclosure. We're here to offer you some tips on what might help you in the job interview process, when might be a good time to disclose and work to your advantage in a job interview, and maybe when might not be a great time to bring that up in a job interview. Jeff: And when to know the difference, that's um, I think the most important thing. Serina: Exactly. Jeff: Some of the topics that came up really shocked me like, I do my own accommodations a gentleman said, and that just made me cock my head and I had to think about that for a little bit, and yeah I get that, or someone says how dare you can you show up and shock them by showing up with a cane, you didn't tell them, and I'm thinking, like in some situations the resume does not have a spot for that, they may be able to dissect it out of the some of the positions you've held, or some of the companies who worked for, but I think mostly it's one of those situations that you're prepared for either way. Serina: Well and it's interesting that you brought up the I provide my own accommodations piece of the equation. I respect anyone who wants to step up and say here's what I need, I already have it, that's great, but in a lot of systems you can't install your own programs onto computers without having some significant permission. For example I work for a government agency, there's no way they're gonna give me an administrative password and all kinds of leeway to install any programs that I want because who knows what they could do to their network. Of course I know that JAWS is safe and I know that they know that JAWS is safe, but they still have to have some sort of system for managing the programs that are on their server and other network because what if you install a pirated piece of software then what, not saying that you would, most employers unless it's a real small company, it is their legal responsibility to provide you with that reasonable accommodation so why not take them up on it as opposed to using your hard-earned money to purchase those licenses and keep that up on somebody else's computer. Jeff: So having JAWS, having accommodations, and talking to them about accommodations that to, to read the screen, you can even have a person come in to do evaluation of what kind of software they're using, what kind of databases they're using, the see if you can gain access, and further down the line some scripts could even be made to help these specialized programs that they utilize just so you can overcome that hurdle, and it might be just a button that you have to get past. Serina: Exactly. Jeff: So there's some great services that are out there when you're trying to get a job, especially when you're into the job field, it seems like State Services has a whole arsenal of people that are help at that point, or if you're trying to retain a job too. Serina: That's a really good point, yes if you maybe already have a job, gosh I didn't even think about that Jeff, if you, if you already are working, I've seen that and quite a few of the support groups on Facebook, I'm working, I'm losing my vision, I don't think I can work anymore, and just remember that if you are having vision difficulties at work, you are still able to go apply for services at vocational rehabilitation and see what kinds of things they might be able to put place so that you can keep your job. I'd hate to see somebody that has 20 or 25 years in a career and you're just that close to retirement and feeling like you have to give up because your vision is changing with all the technology that's out there now, not saying it's gonna be easy, there's gonna be some learning curves for sure, but the sooner you start getting those services, the sooner you can get back to working in the job like you used to. Jeff: Yeah and that job retention it's a lot, I'm not gonna say it's a lot easier, but what it does is, you're gonna go into some specifics you know, you're just gonna do this to bridge this, to bridge that, to shore up what you're not able to do because it's obvious right away, rather than if you leave the job you go back home then you get to start from scratch like, I want to learn how to cook, I wanna, you know so it's interesting at different points when people are losing their vision, but when we're talking about disclosure, is that's a unique point too. I suppose because I've been blind for so long that to me I can live within my skin, and I think the difference is people who are trying to, especially high partials, or partials, they're either around blind people, there the sighted person around sighted people or they're the blind guy, or the blind person. Serina: Mm-hmm. Jeff: But at a job interview, there's a quandary there, do they use their cane or not use their cane and bump into things or do they bring their cane? Serina: You just brought up a really interesting point because I just thought back to when I was 19 and I started getting cane training from vocational rehabilitation, and at that time I was a cashier at a retail store, and most of the people that worked there did not know that I had any sort of vision impairment or anything like that, and at that time, I was not comfortable walking around with my cane. I'd rather bump into somebody then be seen as the blind girl. So at the age of 19 I would have absolutely said, no way I am not disclosing my disability, I can do it just as well as anyone else. I will just work twice as hard, and struggle at times, but now gosh, 20 years later ish, I think totally differently I, I could never personally see an instance where I would not want to disclose that because I don't want it to be the elephant in the room, when I'm being interviewed. Jeff: Mm-hmm. [Sound Effect] Rob Hobson: It's really up to the individual, some people like to not say a thing, show up to the interview, surprise I'm blind, you know, granted they don't say that. I think to the interviewer that, that's a surprise, but if you want to go that route, that's totally fine it's entirely up to you. But I want you to think about something when you go in for that interview, blindness is that, the white elephant in the room, if you don't address it, you're left to whatever conceptions they have a blindness, positive or negative, but if you address it as in a positive way, you bring up the fact that you are blind, and that you utilize accessible technology via you know whether it's JAWS or NVDA, or a system access, whatever it is you use, explain to that employer why you're the best candidate for the job. The long answer is, it's up to the individual, but if you don't address the fact that you're blind, I think it puts you at a disadvantage. Jeff: And that was Rob Hobson, he's the director of programs at Blind Incorporated in Minnesota. [Sound Effect] Jeff: And that's what it is, it's that the elephant in the room, and if you don't squash that, they're gonna paint their own picture as big as a an elephant any way they want to. Serina: Well and the reality is is that every employer knows that they can't come out and say, what's your disability, they can ask, do you require any reasonable accommodations to perform the essential duties of this job, which is a roundabout way of still figuring it out obviously. But if you're coming to an interview and you're using a service animal, or you have a cane, it's right out there and then they're just wondering, well how on earth is she going to be able to do this, or how is he going to be able to spellcheck documents for me, or access the computer? Because the technology that we use is not mainstream, most people don't even understand what a screen reader is unless they know somebody who has a visual impairment. Jeff: Mm-hmm, yeah and that's the point where you have the opportunity to educate them and sell yourself with the skills that you do have. Serina: Exactly, one of the other panelists did bring up a really good point. If it's a phone interview, that's totally different, they don't see you, they have no clue what you look like, what your abilities and capabilities are, and then what you're selling to them. I don't think I would mention it in that interview type of setting, what about you Jeff? Jeff: No I really don't think so, I think the phone call is a situation where they're just starting to get a good feel of how you, you know your social skills, they want to find out if you're a good fit for the team, for the company. Serina: Correct, because we talked about this a little bit on our very first podcast, if you got the interview then they have already determined that you're qualified for the position, they're just trying to see if you're a good fit for the office but, whether that be the culture, or some more specific questions that they weren't able to flush out in the application process, by not discussing your disability when you have a visible disability, you're almost causing the employers to only focus on the fact that you just walked in with a service dog, or with your cane, and is human as people want to be, and is empathetic and understanding as they claim to be, that's still going to be in the forefront of their mind especially if they're not familiar with your disability. Jeff: That's where Daysha the employment specialist brought up a very good point about where you're just talking about and she called it the internal monologue that the hiring person will be creating. [Sound Effect] Daysha: When you do talk to somebody, especially if it's an interview, you're gonna get that tell me about yourself, you could even get that when you just meet an employer at a job fair or an internship fair, tell me about yourself. You want to make sure especially if you have more of a obvious disability, you want to make sure that you kind of address that in a way that makes it so that they're not thinking about that, they're thinking about your skills. A lot of people make the mistake of never seeing anything and then an employer, the whole time that they're talking is thinking, well because they don't have any experience with vision loss, so they're thinking to themselves, I don't know that I could do that if I couldn't see right, I'm not sure that they're gonna be able to do that, that's what, their inner monologue isn't about you, it's about what they think that you can't do and their bias. Tell how you do things, go into it with confidence, know what your skills are ahead of time, know what you have to offer an employer, and just go into it that way. [Sound effect] Serina: Exactly they start putting those doubts in their mind. I don't know if they'll be able to do this, what about safety concerns? That's a really big one, is my workers compensation insurance going to go up because I have this individual in my office who's presumably, whether correct or incorrect, going to be causing more workplace incidents or accidents. Which we all know if you've gotten your orientation and mobility training in your personal adjustment training, your always more safe than the people who are sighted in the office, because you're not walking around on your cell phone or distracted. [Laughter] Jeff: We'll have to put in ramps and handrails, we'll have to label everything and yeah, but you can control that, and I think at that point, you know you're coming in with a cane and you know they don't know it yet, so that's your opportunity right there, that's your opportunity to call out the white elephant in the room in your favor. You can address it and you can tell them exactly like we said, selling yourself, you want to be the best box of cereal on the shelf, because when people come down, they're looking at all the colors, all the things, what makes them pick a certain box? Is it the toy inside, is it the fancy colors? So you have to start selling yourself and be the one they pick. Serina: It's interesting that you mentioned when you come to the interview, let's say with your cane or your service animal, I have seen situations where individuals do have a visual impairment that warrants the use of a cane and they opt to not bring that to the job interview, and I have seen that cause some problems, because when you don't have your cane or your service animal that could create some super awkward situations when you're trying to interview with the employer. As an example, the employer comes out to the lobby to get you, and maybe your vision is not adjusted or whatever the case may be to that particular office environment, and you're walking not so steady, or unsure about yourself, just think of the assumptions that they're putting in their mind now with the individual that's interviewing for the job, but not walking appropriately in their office, or not making eye contact, or not quite getting the handshake. Jeff: Mm-hmm, yeah and that's very important because myself, I have no central vision, and I can pick up some peripheral stuff, but in an interview you're probably trying to make the best eye contact you can, and I was just in an interview, this was a podcast interview and I told the person right off the get-go, don't think I'm looking over your shoulder or something behind you because that's how I sometimes pick things up by looking away from what I'm really looking at, so I actually made them feel more comfortable than them trying to talk during the interview wondering, what's behind me he keeps looking at, or something like that. Serina: Exactly, yeah. Jeff: In reality I, whatever I'm looking at I can't see anyways, so you can control the situation. They're going to start working this white elephant up in the room, they're gonna start, and not even hearing what you're talking about, all the stuff you're talking about, so you have to get control of the conversation a little bit and that's where you can start saying that, how you overcome doing job details that they want like word document that you use because you use JAWS, or how you can use other type of apparatuses or tools for success that get you to the point where you can compete against anybody that they hire. [Sound Effect] Miranda: I say no because I feel like with as much misunderstanding as there is in the world with with blindness, it's easy for a employer or potential employer to look at your resume and see that you're blind and see all these other resumes that he's got to go through that are just as educated, just as qualified as you are, and to simply just let that one go, like alright, I'm not gonna deal with that. I mean because you're you're talking about them having to deal with ADA and all this, all that other kind of stuff, walk in there confident and stuff, don't disclose before you go in, and just be like, hey this is what I can offer your company. If you made it in there, if they invited you in then that means you're qualified and you should have a shot at it just as everybody else. Jeff: You're listening to the voice of Miranda Brandenburg, she's a certified personal trainer and nutritional specialist. Miranda: The vast majority of people out there have never dealt with a blind person or encountered someone, especially one that is out there making waves, that's out there leading the charge, that's out there willing to work and get in there and travel and do this and do that and get out on the mat and fight and compete with sighted peers on every single level that they can. [Sound Effect] Serina: And it doesn't have to be the first thing you talk about you know, it can be something that, because I've never been an interview that didn't say at the end, do you have any other information like to offer me, or do you have any questions for me, I don't, what about you Jeff? I've never not been asked that? Jeff: Every time and have that question, because they want to know something, so I suggest before you going into an interview, go online, read their mission statement, see what company they are, see what they're all about, what, what's their key words, and that's something that you might want to integrate into your dialogue with them, and then when they come with that question, ask that question, like do you have any questions about my ability to do this job? Serina: And the way that I've approached it, I've only had to do it once, because one was I was applying for a County job at a local Workforce Center, and the second interview was using a white cane, was at the division of vocational rehabilitation. So it could not be more of a comfortable environment. I didn't even have to address it there, but the first one I did come in, I had my white cane, towards the end they said, do you have any more information you'd like to share with me? And I said well, you know, you obviously know I have a visual impairment, I just wanted to give you some information on the technology that I use in order to get things done, and I had gone as far as to print out some real short tip sheets on, at that time I was using a portable CCTV, and JAWS, so that they knew I had already thought about the types of things that I might need on the job and was already skilled in that, so that they didn't have to worry about, okay, obviously I'm gonna have to train her on our procedures, but is she also going to have to get training on her technology needs. Jeff: Mm-hmm, and that's a good point to come in there and let them know how you're gonna access the material that they have. Serina: Mm-hmm, now I have seen some questions in our support group about, do I disclose in the application process? A lot of applications are automated and they, some of them do ask if you have a disability. So I wanted to talk a little bit about that because, yes they might be asking if you have a disability, but if, unless they're breaking the law, that information is not to be passed on to the hiring manager or the individual that's reviewing your application. Typically when they're asking if you have a disability or require reasonable accommodation, that information is used for one of two things. The first would be that there is a program called Work Opportunity Tax Credit which allows employers to have taxes reimbursed to them to offset hiring expenses and things like that for hiring individuals in a variety of situations including those that have a disability, as well as those that are on public assistance, or they're using it because they know that they have some sort of testing that all the applicants have to do, and they really truly are trying to reasonably accommodate anybody that might need those accommodations. So I wouldn't hesitate to answer that personally because that could put you in an awkward situation down the road should you have to take, for example if you're applying at a call center, should you have to take one of their tests and all of a sudden you're asking for an accommodation when on the application you said that you don't need accommodations or don't have a disability. Jeff: And the same thing in Minnesota our Governor passed two years ago, he passed the proclamation that 7% of all employees in the state jobs, they'll hire people with disabilities to fill that 7% goal that they want to have, and so in some applications, some situations, there is a checkbox for that, and that way companies that do want to hire people can have that choice too. Serina: And that brings up another good point, the federal government also has a mandate that they have to hire a certain percentage of individuals with disabilities, and in fact, if anyone has been through that federal hiring process, it's a nightmare to say the least. If you do not check that you have a disability, then you're not going to be considered in any of the priority categories which means that your application might never even get looked at for open position. Jeff: Yeah it's a tough area and a lot of us, like I said on the last podcast, a lot of us aren't fully up on everything that there is to know about blindness when you probably, if you weren't born blind, or you just became blind, there's a lot to learn and there's lots of people that are offering suggestions and no one's really wrong, but I think the best fit is the best fit that you feel most comfortable with because if you're uncomfortable they'll know you're uncomfortable with it so, that's why in Minnesota here at the state agency, they do tutoring on job interviews, mock interviews, where you do get the situation that you know, mister mister boss might ask questions or make you feel awkward in a sense just so you can understand that every interview that you go to, you're gonna get a different person that has different preconceived ideas and it's gonna be in a different situation each time. So if you have an opportunity to try a mock interview, that'd be really great experience. Serina: Well and frankly I remember reading an article, I think it was last year, people are actually scared of blindness, they would rather have cancer than be diagnosed with being blind or visually impaired. So imagine that fear then being put into the situation of, oh my gosh how could I possibly hire somebody that has this visual impairment? If you don't address how you do things in the workplace. Jeff: Mm-hmm that's a great point, another great point is to remember they want to hire someone who can get the job done. Bottom line, get the job done. Susan Robinson, an entrepreneur out in New York and a TEDx speaker, and visually impaired by the way, she told me that she has never terminated a person because they were sighted. Serina: Hmm, that's an interesting way to put that. Jeff: Mm-hmm, she has a job that she needs to get done, she wants to hire the person that could come in and do that job, that's it. Serina: Wow, look at you getting all philosophical over there! [Laughter] [Sound Effect] Female voice: To me it was no different than anyone else doing the same thing with the exception of letting people know during an interview process what I might need from them. So again it was the same sort of self-advocacy to use your wonderful term as I did in college, so in an interview process, the first interviews is sort of getting to know each other, do I think I like working for this person? Because an interview is not just the employer figuring out if they want to hire you, it's you figuring out if you want to work for the employer as well. Once we got to maybe a level 2 or level 3 conversation in the interview process, at that point when it seemed to be a little bit more concrete that the position possibly could be mine, I would disclose and I would say, I just want to let you know I have a visual impairment, it may not be obvious to you, but what that means is I'm gonna bring everything that we've already talked about, my, all of the skills and characteristics that we've discussed, but I am going to need a large monitor for my computer so that I can see things you know enlarged a little bit, and generally people were very receptive to that because again I'm letting them know which is what every potential employer wants to know, can you do the job, are you willing to do the job, and are you going to be a good fit? [Sound Effect] Jeff: Serina, when we had our conversation with Cindy Bennett, a researcher out in Washington and a former intern at Microsoft, she mentioned something that we hadn't even considered, and that was, an interview via videoconference. [Sound Effect] Cindy: I think if I had a video interview I would probably disclose, but I would frame it something like, I'm actually blind so, I might be like, hey does the camera look okay, okay cool, like just like that, just really quick. I do practice if I do a video interview, I always like first of all clean my apartment and look nice. [Laughter] Second of all, I set up my computer on a table in front of my couch and call someone I know, like I video call someone I know and they tell me okay this is good. I found that just like a quick little thing at the beginning of the video interview, I'm like, oh by the way I'm blind, I just wanna make sure that you can see me okay in the camera. If it's an old-fashioned audio phone interview, then usually the person emails me and says we'd like to invite you for an in-person interview and I say thank you and confirm the dates and say, oh just for your information, I'm blind, here's what I need. Jeff: Were you excited when we asked for a podcast that you didn't have to clean your house? [Laughter] Cindy: Yeah [Laughter mixed with inaudible talking] I don't want to do a video call ........ I think they are important things to think about, like I honestly with a lot of my colleagues now that I'm comfortable with them, I'm just like, can we just do audio because then I can just set my phone down beside me and we can go on with our business, but I think sighted people just like, since video calls exist, they, that's what they use. So it's definitely becoming, it's going to be a type of interview that most people will have I think. Serina: I honestly didn't even think about how the video interview, how that would be impacted by the visual impairment, so I'm glad you brought that up because I haven't had an interview for a job since 2010 and it was definitely not when people were doing video interviews or anything like that, so that's definitely something to think about. [Sound Effect] Jeff: It's really great that so many people came on board and shared their experiences, the way they handle disclosing a disability during an interview and the people leaving comments on Job Insights support group page on Facebook. And to sum it up, here's Rachel Hastings, she just got done running the marathon, the Boston Marathon and she's a music therapist. [Sound Effect] Rachel: I've done it both ways, so I've done it one time I didn't tell them that I was blind until I got there and I think it kind of caught him off guard. I mean part of me is like deal with it, but the other part of me is like, well you know, there's no harm in telling them over the phone. After they invite you to an interview, and so because I kind of felt like I made it awkward, so the next time I was first offered a phone interview and I told them over the phone, I'm like, by the way I want to let you guys know that I'm legally blind, but I'm very independent and that, that was after they invited me for an in-person interview. So it's like there was no way they could turn me down but yet I didn't catch them off-guard by showing up with a cane in person, and I found that that approach worked really well for me. [Sound Effect] Jeff: So Serina, next week we're gonna be talking about some apps. Apps for the workplace, apps for productivity, apps for a school. Serina: Yep, I know that I have my favorites. Jeff: Hmm, you gonna save them, you're gonna make us wonder till next week aren't you? Serina: You guys will have to wonder till next week. Jeff: The cliffhanger strikes again. [Laughter] Serina: So I'd like to thank everyone for listening to our show today. As always if you have any questions or topics that you'd like us to follow, you can give us a message on Twitter, that's at Job Insights VIP, or on our Facebook page which is Job Insights, and we also have a brand new job insight support group on Facebook, just search Job Insights support group, see you next time. [Music] Jeff: Thank You Chee Chau for your beautiful music, that's lcheechau on Twitter. We really hope you enjoyed this podcast, thanks for listening, and until next time bye-bye! [Music] [Multiple Voices] When we share what we see through each other's eyes, we can then begin to bridge the gap between the limited expectations and reality of blind abilities. Jeff: For more podcasts with the blindness perspective check us out on the web at www.blindabilities.com, on Twitter at Blind Abilities, download our app from the app store, Blind Abilities, that is two words, or send us an email at info@blindabilities.com. Thanks for listening.