Featured“Ticket Back to Work”; is it worth it?

Written By Marsha Beede

(I often find myself dedicated to the needs of others, especially those on Social Security Disability because in this day and age it is difficult enough to qualify, but just as easy to lose. Therefore I dedicate this article to those with disabilities, friends, family and love ones whom have suffered through hard times.)

The “Ticket Back to Work Program” was designed to help workers who are “permanently and totally disabled,” and administration officials say that it is an important lifeline for many people who simply cannot work at all.

But Social Security officials can take into consideration a person’s age, skills and ability to retrain when determining eligibility. But the question remains: How many beneficiaries could work, given the right services and workplace accommodations?

It was estimated that at least 18 percent of recipients could work and earn at least the threshold at which benefits are suspended. This would imply the amount of social security per month, not yearly as some may say.

Other economists say that even among those denied benefits, a majority fail to go back to work, in part because of medical problems and a lack of marketable skills.

The benefits have no expiration date, unlike the current limit for collecting unemployment. Many people spend years appealing denials and building their medical case before being granted benefits, their skills often lag with gaps open on their resume, making it more difficult for them to get back to work.

Beneficiaries, who also fear losing health care coverage, may view their checks as necessity, next to nothing when receiving just $800 or $900 a month. However this applies to local government as well. Many states have county services for those on social security disability and sometimes these provisions can make finances more plausible when it comes to such impoverish conditions, having a monthly medical spenddown before qualifying for medical subsidies.

Let’s say for the moment your SSDI is $1150.00 a month and you receive notice that your income bracket prevents you from getting the necessary medical treatment you require, but rather one would have acquired a monthly $600.00 medical spenddown before qualifying for medical subsidies. This would leave a person $550.00 a month for living expense, food and necessities required to survive.

However a person may have opportunities to wave these spenddowns if they were to return or find employment. In many cases those on SSDI would qualify for other subsidies or medical premiums programs.

It is said Social Security offers disability beneficiaries some incentive to ease back into the work force. For nine months after starting a job, they can earn any amount without threatening their benefits and possibly another three years, if their income falls below $1,000 a month, they can immediately receive full benefits again with the possibility of keeping their Medicare coverage for possibly eight and a half years after going back to work.

In 1999, Congress passed a law authorizing the Ticket to Work program, which offers beneficiaries practical help with a job search. Social Security also waives medical reviews for those who participate, but not necessarily in some circumstances.

Some say “Social Security could make this program exponentially more successful, it wouldn’t be enough to dramatically improve the solvency picture, and you do it because work for some people gives them dignity and improve their economic condition.”

When a person’s claim comes up for a continuing disability review (CDR), which eventually it will, depending on the type of illness you have and thelikelihood of recovery, you will be sent either a short-form or a long-form tocomplete and send back. Both ask about your current medical condition, your recent medical treatment, and any work activity. One goes into more detail than the other. If you receive a short-form and you have been working, you may be sent a long-form as a follow up. With either you could have benefits continued or be found to have recovered. If you are only able to work a few hours a week with low earnings, the work may not trigger an early CDR, but of course there are no guarantees.

Someone once asked “I was sent a cessation of benefits. I appealed it and requested that my benefits continue. While waiting for the appeal hearing I received calls from ticket to work providers, I started an IEP with a provider and was told this will stop the process of the appeal. I recently received a letter that my hearing will be within 20 days. Lawyers that I have contacted won’t represent me because am already receiving benefits so they can’t get paid. All I want is to finish my IEP and have the trial work period after I complete it. I’m nervous of starting a full time job without the cushion of my benefits if something happens.”

If you have not already reviewed your claim file and there is still time, it could be good to request the file and review it before a hearing to be sure that all important records are in file.

Regardless of whether you decide to work part-time, you do need to continue under the care of a physician appropriate to your condition because at some point you will have to prove continuing disability. A record of your actual condition will be more important than the doctor’s opinion, which may not even be solicited. You could also consider having a copy of your past medical records to your new doctors so they have your medical background.

If a person’s medical review is initiated, presumably Social Security is then able to finish the review since it had already begun prior to beginning the program. Hypothetically if Social Security finds that you are no longer disabled or medically improved, but you had already started the Ticket to Work program prior to them reaching a decision, does that mean you can ask to finish the program and still receive benefits and Medicare in the interim? The hope being that you can still use the program to find work before benefits are withdrawn.

Social Security is likely to complete a review if the claim is close to due. A person’s Ticket to Work may also terminate; however, if you had already started a vocational rehabilitation program you might be able to continue it or maybe even start one. The Ticket to Work sets up vocational services through your state’s Department of Vocational Rehabilitation. If a person were already connected to the state and receiving vocational services or being set up to, the state might allow one to continue.

When Medicare stops, one may be eligible for sixty-day personal enrollment period under the Affordable Care Act, where you may be able to get benefits with a government-subsidy to help with premiums.

 Which leads me back to “sustainability”; employment that is attainable

Having written many articles on Recruitment Agencies and why agencies are seldom attainable income for those especially on SSDI. it would be vital to do research before engaging in options through an agency. Know your rights, be vigilant when it comes to protecting your SSDI. For further information follow “How Far Will You Go?” available on Amazon (eBook) and Barnes & Noble (eBook and paperback)

https://www.barnesandnoble.com/w/how-far-will-you-go-marsha-beede/1127168840?ean=9781538096352

Amazon Author Central “View Author Description”

https://www.amazon.com/Marsha-Beede/e/B074VCJB3Y

I would like to thank everyone who has shared my new book. It’s times like now where economic growth has been reshaped to modernize in ways where at times things do not appear as they may seem.

Clearly statistics show unemployment rates have fallen but in this book one will discover as to why more people don’t qualify for unemployment, how being employed by recruitment agencies factors into these problematic flaws.

In this book you’ll find various chapters with insight inserted within a collection of stories of individuals and their experiences working with recruitment agencies.

You’ll find written content regarding people with disabilities whom are losing their SSDI due to being employed by recruitment agencies without understanding certain criteria and/or facts on how “Ticket Back to Work Program” works for those on disability; a flawed system that leaves many prone to potential loss and vulnerabilities.

As ironic as it may seem many are referred to recruitment agencies by government unemployment agencies and/or vocational rehabilitation representation with little or no information on their “Ticket Back to Work Program” status and how it works. The downfall of basic knowledge within recruitment agencies leaves many with disabilities blindsided when referred to recruitment agencies. After all there are no guarantees for permanent job placements as many are told employment opportunities are possible temp to hire with merely the most plausible explanations of potential hire along with a collection of disclaimers and contracts to sign.

Sustainability; attainable stability and financial security must be achieved for one to be successful on “Ticket Back to Work Program” and this is seldom found through recruitment agencies.

Written by Marsha Beede

All right reserved under copyright infringement law.

Staffing Industry In America; How Far Will You Go?

 
Staffing firms operate within the business services industry, finding workers for client companies. Unlike recruitment companies, staffing firms primarily deal with temporary and contract job positions, although not necessarily exclusively. Staffing firms find temporary employees to fill job positions for client companies which require staff for short term work assignments. These positions, which are usually for lower skilled jobs, have vacancies available for a variety of reasons, such as, maternity leave, short term projects or periods of high demand in the company. Despite the candidate working within a client company, they often remain an employee of the staffing agency. This is not the case in all positions, as the employee may go on to be hired permanently by the client company.

The global staffing industry generated 428 billion U.S. dollars in 2016. In that same year, the United States’ staffing and recruiting industry sales reached 150 billion U.S. dollars, 85 percent of which was generated in the temporary and contract employment sector. In the United States, temporary and contract employment totaled 14.5 million in 2016, down from 15.6 million in 2015, the highest employment figure recorded since the year 2000. While employment figures have been sporadic between 2000 and 2016, the average length of temporary and contract assignments have generally risen over the period from 9.7 weeks in 2000 to 11.5 weeks in 2016.

Despite the U.S. holding a large share of the global staffing industry, the largest staffing firm in the world is not American; it is the Swiss company. In the year 2016 revenue estimates were quoted to 22.5 billion U.S. dollars, with the largest share of its business generated in the industrial sector. In the same year one of largest U.S. Company generated an estimate of 19.6 billion U.S. dollars in revenue placing approximately three million people into permanent, temporary and contract positions worldwide during the same year.

Reports showcase those companies that have grown their business to the top of the industry in terms of revenue and growth. Staffing Industry Analyst shave estimated that 144 companies comprising the list generated combined revenue of $80.0 billion in 2016 and their success illustrates the continued growth and adoption of staffing in the US.”

Profit shares can be located through stocks, economic growth, and analyst reviews.

Top five contenders in 2016 ranked an estimated value in revenue and economic growth from $8.93 billion to $3.40 billion.

Reports showcase the continuing success of many types of staffing firms in the US, each with their own strategic niche. A particularly bright spot in 2016 was the impressive growth among healthcare staffing firms, consistent with the trends in research. Reports have included an estimate of 26 healthcare-focused staffing firms, up from 20 firms, whereas reports from two years ago showed an estimate of 17 firms.

Industrial and IT skill segments were among the largest temporary staffing in economic growth and revenues. Reports define “staffing revenue” as revenue related to temporary staffing, direct hire/permanent placement, retained search, and temp-to-hire conversion fees.

{This text provides general information and assumes no liability for the information given being complete or correct. Due to varying update cycles, statistics can display more up-to-date data than referenced in this article.}

Ripped from the internet headlines; a recruiter tells her story.

FeaturedRipped from the internet headlines; a recruiter tells her story.

Ripped from the internet headlines; a recruiter tells her story.
All names, affiliates remain anonymous due to the nature of this content

(Written Content Embedded in Closed Captions)

Writer of this blog statement,
The public needs to know in Atlanta, Georgia

I have never posted to a blog in my entire life but having the misfortune of working for a recruitment agency for 7 months has changed this. Had I not been employed with this recruitment agency as a Staffing Manager I couldn’t have believed that there was a company as sinister.
If I can offer one piece of advice to candidates – Do not waste your time with interviewing. It is scam. As a staffing manager I had to interview a minimum of 20 candidates a week, even if there were no jobs available. Candidates are nothing but leads to recruitment agents. The purpose of the interview is not to assess good candidates; it is to extract as much information about the hiring managers and internal workings of their previous employers. I was told to bring candidates in that had worked for companies that I was targeting for no other reason than to extract information on the who their managers were and what they paid so I had more information when I called the company. I interviewed hundreds of candidates for jobs that didn’t exist.
There is one other reason we had to interview so many candidates even when there were no jobs. We had to find the one sucker who would work for nothing. It is no secret that this agency charges the highest mark up in the industry. To remain competitive we still had to bill the client a low rate. How did we do this? You guessed it – we paid our candidates next to nothing. I can’t tell you how many times I had to explain this (lie) to candidates when they realized temps from other staffing agencies were being paid several dollars more an hour for the same job. I remember several conference calls and training sessions where we were trained to knock off 10 cents from every candidate’s hourly rate. If we did this many recruitment agencies would make $9,000,000 more per year.

Please don’t take my word for this. Feel free to explore yourself. I have a feeling though that once you do you’ll be posting a blog yourself.

“How Far Will You Go?” Segment; Who’s lurking around your profile…?

“How Far Will You Go?” Segment; Who’s lurking around your profile…?

“How Far Will You Go?” Second Edition Available via Ebooks & Amazon , Paperback at Barnes & Noble

 

 

Brand building plays an important role in attracting the potential contract employees in any organization. The recruiters brand, values and the career progression they offer to their employees determine the quality of the employees joining the organization. Moreover, employer branding is very important in the recruitment process as it ensures an effective cultural fit, greater productivity and higher rate of retention. Therefore, shaping the employer brand of the company provides it with an edge against competition.
The industry standard definition of RPO is “Recruitment Process Outsourcing.” It is a form of “Business Process Outsourcing” (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume a company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies or contingent/retained search providers that may assume ownership of a design, management of a recruitment process by report of status results in such forms of finding compatibility of employee/recruitment contract in search and hire for clientele.

A lot of data can be collected through snapshots in software designed to do so. However it came to be, personal information had been made available through search for possible candidates. It is within these practices that mass searches gave agencies the ability to filter through data collected for potential candidates. This is referred to as Applicant Tracking System (ATS) as on various websites.
Recruitment doesn’t necessarily supply local hiring from individual self-proclaimed business recruiters portfolios but rather location of recruiters or RPO can maintain their business practices outside regional place of clientele business practices. Perhaps one receives an invite through email or a phone call from a recruiter only to find their place of region isn’t located in the same state in which you may reside but rather their clientele has a location regionally near one’s place of residence. The relativity in such practices may suggest the recruiters found you through a mass search index of SEO, ATS or Platform based web links pertaining to interest or seeking employment elsewhere.
Recruitment marketing or the pre-application phase of locating “potential contract employees” through social and mobile platforms is a strategy an organization essential needs to attract, engage, and nurture those possible candidates before they apply for the job. Recruitment marketing and contract “skill trades” analytics are crucially as important components of high-performance, potential skilled employee acquisition that help ensure better segmentation of the candidates they acquire through SEO database platforms.

“How Far Will You Go?” Insert; Are you on a potential blacklist?

“How Far Will You Go?” Insert; Are you on a potential blacklist?

Recruitment agencies may outsource in a league of their own when it comes to gainful employment. At times one may find themselves calling frequently to ask if employment is available, but only to be told “no employment is available at this time.”

At least 29 states out of 50 have legal statutes forbidding blacklisting; a crime with consequence and punitive damages.

However blacklisting doesn’t necessarily pertain to recruitment employment availability but rather maybe the recruiter found something unappealing or perhaps the recruiter simply didn’t find one to be relatively adequate and placed one on a least likely to call list.

To learn more go to ebook/paperback options available at Amazon (ebook) or Barnes and Noble (ebook or paperback)

Availabe Now On Paperback “How Far Will You Go?” Second Edition @Barnes and Noble

FeaturedAvailabe Now On Paperback “How Far Will You Go?” Second Edition @Barnes and Noble

“How Far Will You Go?”

Introduction:

Currently there are nearly 8 million people out of work. Meanwhile, the staffing and recruitment agencies have been growing faster than the overall employment rates. Current statistics indicate that unemployment may drop significantly but not as one might think. Times have changed prior to past and throughout postwar era recessions when the US Department of Commerce started tracking Gross Domestic Products (GDP) in 1930’s.These unique economic shift changes have fundamentally created a new era based on present unemployment rates and how recruitment agencies factor into future outcomes for employees.  Over the course 2015, U.S. staffing agencies hired over 15 million temporary and contract employees, up by nearly 8% from over 14 million in 2014. Overall growth is predicted to accelerate significantly; supply and demand will continue to grow for recruitment agencies for 2017, leaving a global footprint towards new charted demographics, perhaps years and decades to come.

Now Available

https://www.barnesandnoble.com/w/how-far-will-you-go-marsha-beede/1127168840?ean=9781538096352