Mid-Atlantic ADA Center



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FEBRUARY 13, 2019

2:00 P.M.

ADA LEADERSHIP NETWORK

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>> MAYNOR GUILLEN: So we will go ahead and get started. Good morning, and thank you for joining us for today's session, ADA Leadership Network. My name is Maynor Guillen. I am the assistant specialist, and before we begin today's session, I will be going over the technical instructions for this session. Moving onto slide two. For those of you on the platform, you can access the caption window by using the shortcuts on your keyboard which if you have a windows computer, you can press scroll F or command A or command F8 if you have a Mac. To close the captioning wind to on a windows machine you would press alt F4 or control W or on your Mac you would press command W.

Real time captioning is being provided during this webinar. The caption window can be accessed by clicking on the CC icon in the audio video panel. The CC icon is located in the right upper corner. Once selected you will have the option to resize the caption window. You can change the font size. For those of you on the webinar platform, please make sure your computer speakers are turned on and or your headphones are plugged in. You can control the audio broadcast via the audio video panel. You have the option to listen to this webinar session through our teleconference line, that number is 1-857-232-0476. And enter pass code 368564. This is not a toll free number. For those of you on the webinar platform, you can resize the wit board where the presentation slides are shown. You can make it smaller or larger by choosing the dropdown menu.

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Each panel may be detached using the four horizontal icon lines in the upper right corner of each panel. During this webinar you will have the option to submit comments and questions in the chat feature. Your messages will only be viewable by the session moderators and presenters.

And we will begin today's session and I will turn it over to Anne.

>> ANN DESCHAMPS: Thank you Maynor. Thank you, everybody. Ann Deschamps, and I am here with Caleb. We would like to welcome you to our first quarter of our four quarterly webinars. Today we have a pretty packed hour for you. Caleb is going to give you the latest about our 2019ADA update which will be held in Philadelphia, Pennsylvania. We have some information about that.

Then we are very fortunate to be joined by Janetta Green and Heather Roth who are long time leadership network members from Pennsylvania who have braved the bad weather.

>> Sound check, one, two. Sound check, one, two. We are back on.

>> ANN DESCHAMPS: A little technical difficulty today. Thank you all for sticking with us. So we are going to talk a little bit, we are going to hear from Janetta Green and Heather Roth about some issues and activities that they have been doing in their respective positions, then we will talk about innovation proposals, and then we are going to talk a little bit about marketing the modules and how you guys have been doing that, and we will end with as we usually do with information on our upcoming webinars from the ADA center and then the schedule of our webinars for our quarterly meeting for the rest of the year.

So let's get right into it. Caleb, slide 11, please. Tell me about our ADA update for 2019.

>> Well, update this year is going to be on November 13-15 and it's going to be held at Philadelphia 201 hotel, formerly known as the Sheraton in Philadelphia, you might know that better. And it is going to be held in Philadelphia this year. I want to talk a little bit about what the conference is going to look like. We are going to do things a little differently than we have done in the past. In the past few years we have kind of structured a conference that looks more like academic type conference where you can go and listen to presenters, but we wanted to try and move this more in a direction of a training conference and I will tell you a little bit more what I mean by that.

So we are going to try to move this more in the direction of a training conference. So first of all, we are going to target particular audiences. We are going to target four audiences, employers, state and local government, higher education, and detention and corrections. And we are going to break down the conference into different tracks. So one thing we are going to do a little differently is we are going to have essential concepts tracks.

And in the essential concepts track we are going to focus on the Title I, Title II of the ADA and really get at all of the essential concepts in those tracks and so that anyone who either doesn't know about the concepts or if you do know about them but want to have the knowledge reinforced, you can follow this track all the way through the conference and learn everything that you need to know about those concepts.

We are also going to have special topics tracks that include sessions that are more along the standard traditional conference, so, for example, essential concepts track might be something like reasonable accommodations rather than the special topics track, you know, we would have a session on assistive technology, and a reasonable accommodation. So it's kind of the way that there is a breakdown. We are also going to move in the direction of interactive workshop type sessions, especially in the essential concepts track, and that's how it's going to start to look a little bit more like a training. So if you do want to go through the essential, one of the essential concepts tracks, all be able to participate more in those sessions, there will be more case scenarios and things like that that you can work on to help reinforce the information that you are learning.

So we are also going to have a track specifically for people in higher education, and also for people who are in detention and corrections. This is a little different as well. In the past we have done law enforcement and corrections, but the majority of the people who come to our conference are really from the corrections world, so we are going to narrow our focus there too. And, of course, well also still have sessions that are of general interest to people thinking about maybe having a session on the Fair Housing Act, for example, so things that, you know, do fall out by these traditional tracks. That's a little bit about what the update is going to look like.

>> ANN DESCHAMPS: I was thinking, first of all, I think it's important to say, we will have these tracks that you can follow, and, of course, you request choose to go to any of the sessions that you want to go to, whether it's in the track that you happen to be interested in or not. And I think the other thing to keep in mind here is we really are wanting to reinforce these essential concepts of title I and title II, reasonable accommodation, reasonable modifications to policies practices and procedures.

These concepts that a lot of you know, already know a lot about, but we are going to be able to kind of dive in a little bit deeper in some of these sessions and make them interactive in nature so you can bring your issues there and get them addressed and kind of walk away feeling like you have been to a training as opposed to just received a lot of information some of which you may already know.

I am really excited. I think it's going to be great, and we are excited about continuing to talk about the different sessions, and we are hoping that once we come out with a request for proposals that some of you will be submitting ideas for proposals for presentations too.

>> Yes, so we are really looking forward to that and hope that everyone will be able to attend. Slide 12.

>> ANN DESCHAMPS: Speaking of attending, right?

>> Oh, yes. So what else I wanted to talk about is the reporting of training. So we are now reporting leadership network trainings in OMS. And I will have to explain that because you probably don't know what that is.

>> ANN DESCHAMPS: No, they don't know what OMS is.

>> So the ADA center reports all technical assistance and training in a database. And we do that because all of this information is being collected because the federal government wants to know about what we are doing and how effective we are doing it. So we report everything, and what we want to try to do is report your trainings, because one of the things we are trying to accomplish in our region is move more towards capacity building and we want to try and find a way to capture that as well. So that's why we want to report your trainings.

Now, in order to do that, we are going to have to get your reports at particular times.

>> ANN DESCHAMPS: In a little more timely fashion. Caleb is being really nice.

>> So we have a process on here. We will go through that really quick. First up, if you just report your training as soon as you do it, then that's really all that we would need. You can log in to the LN website, of course, and submit by clicking on the online submission form. We are no longer accepting paper submissions. If for any reason you have a problem with reporting it online, just give us a call and we will help you out with that. So the OMS reporting happens every quarter. So we just went through this in January. So we will be reporting again in, I think, May or April. So we will send out an email reminder to those of you who haven't recorded yet that the quarter is coming to an end and when you get to the reminder put in anything you have done over the past three months.

If you go back in your reporting thing that you did, say, six months ago, we don't really get credits for that as far as the government is concerned so it's really important to report those as soon as you do them or within that three month window. And we will send you reminders, of course.

>> ANN DESCHAMPS: And Caleb, I'm happy to report that we have been getting a lot of reports, you guys are doing a lot of good work out there, and reporting, I just checked the inbox and we have a number of different people reporting the trainings that they are doing. So they are already on board with the plan, and they appreciate the reminders, so, and, again, we have changed up a little bit in that normally before we would size the trainings that you would do and then report it with our (Audio technical difficulty).

>> ANN DESCHAMPS: My apologies, we are having a lot of difficulties with you are audio today. So we appreciate your patience and bearing with us as we continue on despite the technical difficulties. So we will have a Leadership Network meeting during the course of update this year I'm not sure that it's definitely going to be on the first day again. That's to be determined. You all will know as soon as I know, but we will be doing it, so please mark your calendars for November in Philadelphia, and we will get more information out as we have it.

All right. Moving right along, Maynor, are you able to unmute Janetta. So I'm really happy today to be able to talk to Janetta Green. Janetta Green a long time Leadership Network member who is the Chief Operating Officer of the Center for Independent Living of Central Pennsylvania which was subject to some snowy weather this week, and ice. And I want to talk to Janetta about some of the activities she has been doing, specifically a collaboration that she has been central to with the Pennsylvania Association of Non-profit Organizations otherwise known as PANO. Are you there?

>> JANETTA GREEN: Yes, I am.

>> ANN DESCHAMPS: Shay, how are you doing?

>> JANETTA GREEN: Okay.

>> ANN DESCHAMPS: How is the weather?

>> JANETTA GREEN: It's really crunchy.

>> ANN DESCHAMPS: There you go. So Janetta, can you tell us a little bit, we outlined it in the slide, but tell us how your collaboration with PANO kind of came about and how all of this happened.

>> JANETTA GREEN: This has been many years of work on our part as well as PANO. Most states do have an association of non-profit organizations, so if you are not in Pennsylvania, definitely check out the association that's in your state because there is, oh, my gosh, there is an amazing amount of resources there. So about nine years ago, we started working with PANO because we decided that we were going to go through their accreditation process so that we could receive the standards for excellence that non-profits can receive and it's an application that you complete.

It is for non-profits. It recognizes ethics, accountability, financial. It's just a good process to go through to get your organization sound, and it's hard, but it's amazing. So anyway, so I was working with that with our executive board president at the time, and, you know, we are going through this process. It took us almost two years to go through the process and we are like there is nothing here that talks about how non-profits, this is supposed to be standards for excellence, how our non-profits addressing services to people with disabilities.

It doesn't ask that at all. And as a Center for Independent Living, that's what we are all about. So we kind of planted the seed about six years ago that there is nothing that standards require of organizations to show what they are going to provide quality services. So after you get your accreditation, you have to renew. So five years later, we began renewal process and once again talking to PANO about there is nothing here, there is no standard or anything for people to report on about their organization.

So PANO put it back on me and said, well, why don't you come up with something? Okay, yes, we can do that. So but they didn't, they didn't want a lot because they are like people aren't going to want to do anything. They are not going to read this, so make it simple. So I came up with a checklist, it's a very, very basic checklist that when organizations apply to be accredited, that they have to check if they have done like a transition plan, a walk through the organization, are there programs and policies. It's a very, very basic checklist. So I sent that back to the organization, to PANO, and they are like, we have to send it through our attorneys and then we have to send it through national. Well, believe it or not, it went through the process and it was approved and, yes, it's real, real basic, but, guys, it's a start. It is a start. I'm so excited about that! But we will continue with it.

>> ANN DESCHAMPS: Janetta, can I ask you a question here, so in this process of dealing with PANO and kind of getting them to pay attention to accessibility issues, so was that when they asked you to do the webinars? Did you volunteer to do the webinars for them that you did? Or was that part of the relationship development? How did the webinars that you did fit into this kind of negotiation around the accreditation standards?

>> JANETTA GREEN: Because of the ongoing relationship with PANO we did a lot of calls from them or other organizations to provided services to people with disabilities. And PANO was getting ready to do a statewide conference and they asked us about accessibility at the conference and as we were talking with the training person, it just kind of grew from us providing them technical assistance to let's do a webinar, a series on people with disabilities and issues about disabilities. And it just happened from our relationship, and they came back this year and said, hey, they told us they want to do another series with us.

So it's just, the relationship building is so strong there.

>> ANN DESCHAMPS: It sounds like it, and it sounds like once it started that it's leading to a lot of good outcomes, and the least of which is adding the standards for accessibility into the accreditation process. That's really, really impressive. Well, thank you, Janetta very much. And for people who want more information and more details, check out our latest issue of the ADA center's newsletter and there is a nice summary of the topic that we are talking about there, and if you are interested in seeing what the checklist looks like, please feel free to email the Leadership Network email and we will get you, we will get you a copy of that too. So thank you, Janetta very much.

>> JANETTA GREEN: Thank you, Ann, and thank you for letting me talk because it's something I'm passionate about.

>> ANN DESCHAMPS: We can tell. It's great. It's contagious. Slide number 14, please. So next I am happy to introduce Heather, and Heather Roth is the regional director from the Pennsylvania Human Relations Commission, and you guys have heard from Heather before, because she, I feel like I'm on a talk show. She has been a guest on our show before. So I want to welcome Heather back. Are you with us, Heather?

>> HEATHER ROTH: I'm here.

>> ANN DESCHAMPS: Great. Thank you, Heather. So Heather, and I called Heather to follow up about some trainings that she had submitted, and she told me about a couple of the issues she was dealing with that I thought would be of interest to all of you. And the first one we talked about was Heather, you know, I will let you explain it because you explain it much better than I do, but involved the FMLA and reasonable accommodations. So, Heather, would you mind outlining kind of what the issue is that you are seeing?

>> HEATHER ROTH: Yes, and I will start by in case you don't know what we do, we are the civil rights agency for Pennsylvania. So we take determination complaints pretty much from anyone in Pennsylvania with a couple of restrictions and disability is 28 sometimes percent of the complaints that we get. So and most of the complaints that we get where we find determination has happened, they happen to be the ones that are based on disability.

So a couple of the cases that we had become pretty interesting and we are starting to see a trend. One of them we discovered that we have a lot of companies that don't want to touch the FMLA anymore. So they will pay a third party to administer their FMLA. That way they are not getting the information that they don't want to get medically, and they are having somebody else pretty much make the decisions or advise them when people have exhausted their FMLA that they are okay to go ahead and terminate employment.

Unfortunately, most of those companies, they are not considering the ADA part of it. So when somebody has used up FMLA time and they asking the FMLA company, but I need more time, they are saying the FMLA only gives you this amount of time so we can't extend it. And sometimes the conversations are not hatching with the company, and it's not being looked at does the person have a qualifying disability? Are they entitled to other reasonable accommodations, perhaps more time, whether it be a couple of weeks or a couple of months that interactive process is not happening, and people are being terminated because they have exhausted their FMLA and no one has thought about the ADA component. And that was one case that we recently had a public hearing here in Pennsylvania, and the company actually didn't even wait for our findings on the public hearing.

They ended up settling the case before they got the finding because I think they realized they didn't have status.

>> ANN DESCHAMPS: Heather it seems like a pretty resolvable issue if the companies are aware of it ahead of time, and their ignorance can't really be used as a defense to it, but do you think that the companies will be responsive once you call their attention to it?

>> HEATHER ROTH: Well, this case lasted for almost three years, they weren't backing down. They went all the way to public hearing. It took them being literally on the witness stand and our attorney asking did you send them ADA paperwork? Did you consider that as an accommodation, and I see the wheels spinning in their head. No, I didn't. I think it's education for companies. I think companies, they are outsourcing this because of the liability that they have, but they are not thinking about the intersection of the two, you know, the FMLA folks administering it are saying we can't deal with that aspect, the employees are thinking that they have done what they are supposed to by saying I have a disability, I need nor time, but then the companies aren't getting absolved because they don't want the liability but they are not thinking about what happens when they are not in the loop.

This company in particularly said we didn't even know they had a disability. Questioner like but you were paying them short-term disability for 60 of the 90 days you had to have known there was some disability. So I think it's just more awareness and training that needs to happen for the H.R. community for these companies that are outsourcing.

>> ANN DESCHAMPS: Heather we have a question for you. How long does a person with a disability have to file a complaint with the Pennsylvania Human Relations Commission.

>> HEATHER ROTH: 180 days.

>> ANN DESCHAMPS: So it's so important, it sounds like this really underscores the importance of the education specifically about the intersection between FMLA and ADA, which I know there was a session on and we just did a webinar on recently, but it sounds like the company, that's what they really need, the focus on the information. Would you say that?

>> HEATHER ROTH: Yes, my best advice that I can give to companies that are outsourcing this is the FMLA company may be recommending termination because FMLA has expired but they really need to talk to that employee and have a conversation before they make their final decision. It's not, they really, you know, they are missing that interactive process that they need to have.

>> ANN DESCHAMPS: And now you have this situation that you can hold up as an example too, so when you go out to do training and stuff, you can, I find that real life case scenarios and we talked about this before are the best lesson there.

>> HEATHER ROTH: Absolutely.

>> ANN DESCHAMPS: Great.

Thank you, Heather. The next issue was, is one of the medical marijuana as a reasonable accommodation. And do you want to talk a little bit about what you are seeing there?

>> HEATHER ROTH: Sure. So in April of 2016 our state legalized the use of medical marijuana for certain conditions. Since that time, the list has expanded. We have right now about the 90,000 people in Pennsylvania who have obtained their medical marijuana card. All of the conditions that this is prescribed for are all qualifying disabilities. So now we are starting to see people coming forward that have been terminated because they are using, because they have come up positive or they are telling the employer I will be positive because I'm using medical marijuana. In Pennsylvania because it's legal here we are looking at it from an employer standpoint that it could be a reasonable accommodation for their disability.

From the ADA standard, we haven't really seen any case law yet that has made a decision one way or the other because medical marijuana is still a schedule one drug under the controlled substance act. The catch is or the argument is, under the schedule one drugs, it says that it means it has no proven use for medical use in the United States, but clearly with all of the states that have now approved it, that really isn't accurate anymore.

So we are submitting the cases. We did file with the EEOC if people have enough employees for the ADA if these have 15 or more employees we can do a follow up with EEOC. We are submitting them and we haven't gotten anything yet. This is kind of in its infancy, but obviously the legal community that represents the employers that says that they should not have to make those accommodations because it is still a schedule one drug federally, but then there is also the school of thought that says, but it's prescribed by a physician, thus it's for medical use and should be considered an accommodation.

There is obviously certain jobs and professions where it may be a safety issue and there are certain things even in PA that people that are using it can and can't do, but in general we are looking at it as a reasonable accommodation and we are going to go forward that way so far.

>> ANN DESCHAMPS: This is definitely an issue that has come up nationally, and it's what happens when the laws proceed and get passed, and the other, you know, previous laws don't catch up to it. So I think, you know, we will be seeing more developments on this down the road. And we will be interested in seeing how, you know, if we can get any guidance on it, and how these cases end up being resolved.

Really interesting stuff. Well, thank you so much, Heather, we appreciate it. And we appreciate you navigating the difficulties of bad weather in order to be able to be with us here today. Thank you.

>> HEATHER ROTH: Sure.

>> ANN DESCHAMPS: Okay. Moving right along, so I am really excited to announce that we are issuing an RFP as we did in 2018 or 2017, I should say, for a new round of innovation grants, and some of you may not be familiar because you may not have been part of the Leadership Network at the time, but the criteria to submit for an integration grant is that first of all, the lead partner has to be in the ADA Leadership Network. This came up the last round and the collaborative partners don't necessarily need to be, but the lead partner needs to be part of the ADA Leadership Network.

And we are looking for projects that are collaborative in nature with at least two partners, one being Leadership Network member. This time I'm really excited that we have more than doubled the award. We got the feedback that you guys really needed more money if you were going to pull together a project, an innovative collaborative project. You needed more money to be able to carry it through. So the first time around the award was 500 to a thousand dollars. This time each award will be $2,500. So hopefully you can get your minds thinking about that.

And then it addresses an issue that leads to an outcome. This is really general criteria here, collaborative in nature, the maximum award is $2,500, and it must address an ADA issue that leads to an outcome. Examples can include collaborations with local chambers of commerce to do a series of trainings for a particular audience with a focus maybe in a particular area like employment or program access or effective communication, looking toward a specific outcome, a change in policy, increased hiring for people with disabilities.

There are so many different options here. You can look at addressing physical access issues in your area. The idea here is we are here, we are located in Rockville, Maryland, we get out as much as we can throughout our region do training and for different events, but we can't be everywhere, and you guys are. You are our local resources. You know your community, and you know what they need to further implementation of the ADA and disability inclusion.

So this is our attempt to support you in teaming up with other organizations to really look at addressing a specific issue. You may remember the first round we awarded one innovation grant to recommend Gina, Leadership Network member from the Virginia assistive technology system, West Virginia assistive technology system partnered with the West Virginia commission for the deaf and hard of hearing and disability rights of West Virginia to develop advisor cards to facilitate communication between people who are deaf and hard of hearing and the police.

And so they combined funding sources including ours to develop these advisor cards that are now being used throughout the State of West Virginia by the police and also being used in training efforts too. So really big effect our $1,000 had combined with little pots of other money to have a great effect. Anyway, we are really excited, I'm really excited, but I'm hoping that we will get some really interesting proposals. They will be due on Monday, June 3rd, 2019 and the project should plan to start October 1st. After this call, I will be sending out an email with the RFP attached with specific criteria, everything I'm saying here out loud to you today in writing so you can look at it and talk to collaborative partners.

Preference will be given to projects that can be replicated. We are always looking for good ideas that can be replicated. Again, part of our capacity building which seems to be an ongoing thing, Caleb, feel free, and I would really encourage you to reach out to Caleb or myself to discuss the feasibility of your ideas. We are happy to talk about ideas you might have, and, you know, offer some suggestions if you would like, but please feel free to reach out to us. You can email either one of us at the Leadership Network email address, and we will get back to you. Also I'm happy to tell you that we can award up to two grants.

So this isn't a one grant deal. We can award up to two grants if we find proposals that qualify. So I will get out the request for proposals and probably early next week, so look for it in your email. If you don't receive it, please contact us, and we will make sure gets to you and feel free to reach out if you want to talk about an idea. Okay. Next slide.

Now, one of the questions, ongoing questions that we are asked is, and we have been asked recently too is how do I market the modules, how do I get -- I want to do more training, I want to do presentations, but how do I let people know that I have been trained in this over 50 module curriculum, and that I want to come in and work with them to offer them a presentation, a training to meet their needs?

And so I am asking you guys, everyone who is on, do you market the modules? A lot of you I know do the ADA training as part of your job and do these presentations as part of your job. You have a readymade audience in the people that you work with or the customers that you serve. But I know some of you do not, and I know some of you have been doing training for different organizations and that aren't necessarily related to your organization. So I know you have been doing outreach. I see it in the reports. So I am asking, do you market the modules? And if so, what does the marketing look like? Is it a flyer? Is it an email? Are you relationship building through your job and the work that you do?

I really want to, really want to work to capture how to market these modules. So as we continue to train new people in Leadership Network, we can give them advice and advise, you know, and talk to them about how members have been marketing the modules. We already talked to them about how they use the modules. But we haven't been talking a lot about how to market it.

So if you would, please contact us at ADA-LN@ and let us know, and then and we will have our next webinar on marketing and the different ways that you can market. Hello Jesse Fario. Those who request and are required to have training nodules. It's all relationship building starting with university security. Good for you. You are working with university security.

So Jesse is saying that she figures out who needs to have training as part of their job anyway, and then we are not necessarily marketing the modules, but she is marketing that she can provide the training and then she's using the modules to provide the training. It's all about relationship building. And Rose, she sent it to co-workers who asked about ADA topics that are not your, necessarily your area of expertise. So thank you. Please, if you can email or type into the chat feature, that would be great so we can collect that information. Okay.

I'm actually going to turn it back over to you, Caleb, but before I do, for you to talk about the marketing of, I mean, excuse me, talk about the quarterly meetings and the upcoming webinars, I did want to remind everybody that there is still the requirement of three trainings, submitting three training on line in order to qualify for preregistration for the update this year, which is going to be in Philadelphia in November 2019.

Again, three trainings submitted on line, the online submission form that Caleb was talking about earlier before, before mid-October to qualify for free training and we will get that information in an email out to you to and repeat that again because I know people will have questions about it. And FYI I saw in the chat box. You did receive your training reports, so we have received those.

Okay. Caleb, I will turn it over to you to talk about upcoming webinars.

>> Okay. Well, before we get there, we will talk about quarterly meetings. You will see the list of those. Next up June 13th, September 12th and then the last one at the conference in November, like Ann said it's possible it might be on a different day, but it will definitely be sometime during the conference. We will let you know exactly what day that will be as soon as we know. And slide 18. So here we have upcoming webinars that we are going to be broadcasting on March 26, we will be hearing the third part in our lesson from case law series that Rachel Weisberg has been doing for us, and so it relates to -- now we are going to do Title III. Websites accessibility, and a lot of stuff has been happening on this issue lately, so she is going to tick us through all of the relevant court case that's have been addressing this. I think this one will be really good.

Then on April 11th, we will have a webinar on way finding, and that's about making modifications to architecture and other things so that people who are blind can more easily navigate. And this is going to be presented by Peggy Martinez from Creative Inclusion, which is based in Seattle. So she is doing a lot of interesting work with architects out there in Seattle. She is doing things like embedding decorative tracks into the ground that people will not really be able to detect unless they are really trying to feel for it, but it looks good. It's aesthetically pleasing. So she is trying to build in navigation mechanisms that actually look good.

And, you know, I'm really excited about that as well. So tune in on April 11th to hear more about that. Slide 19.

>> ANN DESCHAMPS: Thank you, Caleb. I love the term wayfinding. It makes so much sense and then somebody working to make it aesthetically pleasing, but also very accessible, it's universal design at its best and that's great. We will look forward to that, and then Rachel's webinars if you haven't listened to Rachel Weisberg talk about the ADA, you need to. She is one of the best presenters I have seen on the ADA.

And she has been around for a really long time, so I encourage you to participate and to go listen to the archived version of her of the first two that were with Rachel. They were able to go a lot more in depth than she normally does on the issue, so it's not just touching on a bunch of different cases, it's going a little bit more in depth which is what we really wanted to could. I can't believe this, we actually have, even with the audio issues, we are ending a little bit early today. Are there any questions or, we have given you a lot of information as we usually do. Anything anybody wants to let us know about if you could type it into the chat feature, we can't open up all the microphones, but we encourage you to type into the chat feature as Rose and Sue and Jesse have done. Thank you guys. And a lot of you have done to let us know when you are losing the audio which we appreciate.

It's very helpful. It's great because if we see it and then we know, and we are continuing to talk here and, you know. That's not good. And we really, we are very sorry about the audio issues. We really appreciate your understanding of the technical difficulties. Anybody anything in the chat? Okay.

All right. Well, we will let you have five minutes of sound time today. Maybe you can do a little mindful breathing in the five minutes that you have. Thank you, everybody, for joining us. We will -- keep an eye on email, I will be sending out the request for proposal for innovation grants. We will also be sending out more information as we have it on the request for proposals for update in Philadelphia and other activities that will be coming up. So I will look forward to talking to all of you in June when it's a lot warmer outside, June 13th, but please don't hesitate to reach out before then if you would like to, if you have any questions or just want to get caught up. For those of you submitting reports, you may be getting a call from Caleb or myself to get more information.

As I said, check out our newsletter, our most recent, I am making a point of making sure that information on Leadership Network activities is getting front and center on the newsletter because you all are doing so many great things out there. So thank you very much, and have a fabulous rest of your Wednesday! So long, everybody!

(Concluded at 2:27 ET).

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