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DURABLE MEDICAL EQUIPMENT (D.M.E.) OR MEDICAL SUPPLIES FROM MEDICAID - TIPS Durable Medical Equipment (DME) is equipment such as, but not limited to: a wheelchair, wheelchair accessories, canes, shower chairs, or a hospital bed. Medical Supplies are medically necessary, non-durable medical or surgical items such as: feeding tube equipment or catheterization equipment that are used in the home. How Do I Request Durable Medical Equipment or Medical Supplies? Go to your doctor to request medical equipment or supplies. If the doctor agrees you need the equipment or supplies he/she will write a prescription/order. Take the prescription/order to a medical supply company or other appropriate vendor. If necessary, they will assist you with making arrangements for the appropriate evaluation. The result of the evaluation go to the doctor or therapist who then writes the Letter of Medical Necessity/Evaluation Report. The vendor will complete the necessary authorization form. The doctor must sign the Letter of Medical Necessity/Evaluation Report and the authorization form. The Letter of Medical Necessity/Evaluation Report and the authorization form are then sent to West Virginia Medical Institute (WVMI). What Can I Do If I am Denied Durable Medical Equipment or Medical Supplies? You should receive a Letter of Denial. Identify the reason you were denied. You may need to submit additional information, or You may request an Administrative Review, or You have a right to request a Medicaid Fair Hearing. Important Note: There are different request/response timelines for different levels of administrative reviews and Medicaid Fair Hearings. Timelines should be identified in the denial letter. The process is similar if you are using your private insurance company and Medicaid is not involved. Who Can I Call for Assistance? If you are denied or need help, you can request assistance or representation at a hearing by immediately contacting: Disability Rights of West Virginia 1 (800) 950–5250 This is NOT a guarantee that DRWV can assist or represent you. Please try to have the following information when you contact DRWV: The Letter of Denial from Medicaid – preferably no more than thirty (30) days old, The Letter of Medical Necessity/Evaluation Report, and The name and contact information of the medical supply company you went through to request prior authorization. Note: Calls received less than a week before a hearing date may not be considered for representation. Funding Funding for this publication is provided by the Rehabilitation Services Administration, Office of Special Education and Rehabilitative Services, U.S. Department of Education; Published by the Disability Rights of West Virginia (DRWV). Content is solely the responsibility of DRWV and does not reflect the official views of the funding agencies. Versions Alternate formats available upon request. Version 2.0 Downloads Durable Medical Equipment (D.M.E.) or Medical Supplies from Medicaid – Tips (PDF)

Thoughtful Career Growth Strategies Practical Strategies for Professionals with Disabilities By: Ed Carter April 2026 Professionals with disabilities are a vital part of today’s workforce, contributing expertise across industries, leadership levels, and technical disciplines. Career growth strategies for professionals with disabilities should be framed the same way they are for any ambitious professional: focused on skill expansion, strategic positioning, influence, and long-term advancement. This article outlines practical, forward-looking strategies for building momentum, increasing responsibility, and shaping a career with intention. A Strategic Snapshot Career growth starts with clarity about your long-term direction. Skill-building should align with emerging industry needs, not just current job requirements. Professional development is an ongoing investment, not a one-time milestone. Workplace accommodations are part of performance optimization, not exceptions. Leadership paths include both people management and specialized expertise tracks. Growth is deliberate. It compounds over time. Start With a 3–5 Year Career Architecture Before adding certifications or chasing promotions, step back and define your trajectory . Ask: What level of responsibility do I want? Do I prefer managing teams, leading projects, or deepening technical expertise? What industries or environments align with my strengths? This framing shifts the conversation from “What’s my next job?” to “What capability portfolio am I building?” Career Path Options and Strategic Focus Each path requires different capability investments. Choose intentionally. Build Skills With Market Awareness Skill-building is most effective when tied to industry shifts. Research job descriptions for roles you aspire to. Notice patterns. Are employers asking for data literacy? Regulatory expertise? Cross-cultural communication? Then design your development accordingly. High-Leverage Skill Areas Digital fluency and data analysis Strategic communication Project and program management Financial literacy Industry-specific certifications Skill acquisition can happen through short courses, mentorship, stretch assignments, or formal education. For professionals aiming at management tracks, structured academic programs can provide a strong foundation. Pursuing business management studies —especially through flexible online formats—can accelerate readiness for leadership roles. Coursework in team leadership, communication strategy, project management, and strategic planning equips working professionals with frameworks that translate directly into higher-level responsibilities. For those balancing full-time work, online programs offer scalability without pausing career momentum. Advocate Strategically in the Workplace Advocating for workplace accommodations is part of optimizing performance. It ensures alignment between your working environment and your productivity . Treat it as a professional conversation: Define what enables your best work. Frame the discussion around outcomes and results. Document agreements clearly. Effective advocacy strengthens leadership presence. It signals clarity, ownership, and commitment to performance excellence. A Practical Career Growth Checklist Use this as a quarterly review tool: ☐ I have identified one capability to strengthen this quarter. ☐ I’ve requested at least one stretch assignment aligned with my goals. ☐ I’ve scheduled time for formal or informal professional development. ☐ I have a mentor or sponsor relationship in progress. ☐ My manager understands my long-term direction. ☐ My work environment supports my productivity and performance. Career growth compounds when reviewed regularly. Leadership Without a Title Leadership is influence, not just hierarchy . You can demonstrate leadership by: Leading meetings effectively Proposing process improvements Mentoring colleagues Volunteering for cross-functional initiatives These actions build credibility and visibility. Over time, they create a reputation that supports promotion or expanded scope. Frequently Asked Questions How can I position myself for promotion? Focus on delivering measurable outcomes and making your contributions visible. Document results, quantify impact, and communicate progress during performance reviews. What if I want growth but not management responsibilities? Pursue a specialist or principal track. Many organizations reward deep expertise through senior technical roles without requiring direct reports. How often should I update my development plan? At least twice a year. Industries shift quickly, and your plan should reflect evolving opportunities. Is formal education necessary for leadership roles? Not always. However, structured education can accelerate readiness and broaden strategic thinking, especially when aligned with clear career goals. A Resource Worth Exploring The Job Accommodation Network (JAN) is a free, expert resource funded by the U.S. Department of Labor that provides guidance on workplace accommodations and disability employment issues. It offers confidential consultation for employees and employers. JAN is especially helpful for understanding practical solutions and framing productive workplace conversations. Keep Building, Keep Expanding Career growth is not a single leap—it’s an accumulation of decisions. Professionals with disabilities bring perspective, resilience, and strategic insight that organizations need at every level. Define your direction. Build relevant skills. Advocate clearly. Step into influence before the title arrives .

Thriving in the Workforce Business Opportunities for Young Adults with Disabilitie s By: Ed Carter December 2024 The business world offers diverse opportunities for young adults with disabilities to thrive, innovate, and contribute meaningfully. While challenges may arise, these hurdles can be overcome with the right resources, supportive networks, and personal determination. Today, inclusive work environments and entrepreneurship are paving the way for individuals with disabilities to build successful careers and make an impact. This article explores strategies, resources, and actionable advice to help young adults with disabilities navigate the business world and unlock their full potential. Unlocking Entrepreneurial Potential Specialized programs designed for young adults with disabilities can be a game-changer, equipping you with vital business skills and a supportive community . These initiatives offer a pathway to join a dynamic group of entrepreneurs who often find greater financial rewards compared to traditional employment. Engaging in these opportunities can help you develop the confidence and skills necessary. Working with Disability Rights Advocates Collaborating with disability advocates can be a powerful way for young adults with disabilitie s to access valuable support, guidance, and opportunities in the business world. Organizations like Disability Rights of West Virginia offer a range of services designed to empower individuals, including legal advocacy, education, and assistance with workplace accommodations. By connecting with groups like this, young professionals can gain insight into their rights, find resources to navigate challenges, and build confidence in pursuing their career goals. These advocates not only provide practical assistance but also serve as champions for inclusion and equal opportunities in the workforce. Pursuing a Business Degree Going back to school for a business degree can sharpen your business and marketing skills, providing a solid foundation for success. Whether you earn a degree in marketing, business, communications, or management, you can learn skills that can help your business thrive. Online degree programs make it easy to run your business while going to school at the same time. If you’re considering further education, consider this option to balance personal commitments while advancing your career. Leveraging Social Media for Growth Social media can be a powerful tool for business growth . By cross-promoting your content across platforms, you can broaden your reach and cultivate a diverse audience. This strategy not only helps build a loyal community but also connects you with various demographics crucial for your business. Investing in paid advertising and utilizing tools like social listening can further enhance your visibility and foster a sense of community among your audience. Fostering Inclusive Employment Encouraging businesses to adopt inclusive employment practices can significantly enhance social equity and economic growth. By offering incentives for companies to hire individuals with disabilities, you help bridge the employment gap and tap into a diverse talent pool. Organizations provide essential resources and tools to help businesses implement effective inclusion strategies, contributing to a more inclusive workforce that benefits everyone involved . Taking Advantage of Networking Opportunities Vocational programs that emphasize networking offer a unique advantage. Programs provide pathways to connect with mentors and potential employers, integrating students with disabilities into diverse fields. Engaging in such initiatives helps build professional relationships that are crucial for long-term career success and advancement . Participating in Skill-Building Workshops Participating in skill-building workshops can be a transformative journey, enhancing vital skills such as communication and emotional intelligence. These programs foster adaptability and resilience, aligning your abilities with the strategic goals of potential employers. Investing time in these programs not only prepares you to meet industry standards but also equips you to face future challenges with confidence . Incorporationg Adaptive Online Learning In the digital era, adaptive online learning tools are transforming how young adults with disabilities engage with business education. These tools and platforms customize learning experiences, allowing students to progress at their own pace. This personalized approach enhances comprehension and builds confidence, empowering you to excel in the business world. Young adults with disabilities have the talent, resilience, and creativity to excel in the business world. By leveraging available resources, building strong networks, and embracing their unique perspectives, they can turn challenges into opportunities. Success in business is not defined by limitations but by the drive to innovate, connect, and grow. With the right mindset and support, young adults with disabilities can shape fulfilling careers and make lasting contributions to the business landscape. Discover how Disability Rights of West Virginia is breaking down barriers and advocating for equality.

ASSISTIVE TECHNOLOGY (AT) AbleNet Assistive Technology Products Assistive Technology products. Center on Technology and Disability The Center is designed to increase the capacity of families and providers to advocate for, acquire, and implement effective assistive and instructional technology (AT/IT) practices, devices, and services. Research-based technologies, used appropriately, have great potential to help infants, toddlers, children, and youth with disabilities participate fully in daily routines; have increased access to the general educational curriculum; improve their functional outcomes and educational results; and meet college- and career-ready standards. Computer/Electronic Accommodations Program (CAP) For information on CAP and accommodation solutions for civilian employees with disabilities. CAP works closely with service members across the nation to ensure they receive appropriate assistive technology for their needs, including vision or hearing loss, dexterity impairments, and cognitive difficulties. How To Get an iPad (or other AT/AC device) Funded There are a number of ways to get an iPad or other device funded for children with disabilities. This link will provide you with resources that may be helpful for you to do so. iCanConnect If you have significant combined vision and hearing loss and meet federal income guidelines, iCanConnect can provide you with free communication technology and training to stay connected with family and friends. Quality Indicators for Assistive Technology Guiding the provision of quality AT services. The International Society of Wheelchair Professionals The organization's mission is to serve as a global resource for wheelchair service standards and provision through advocacy, education, standards, evidence-based practice, innovation and a platform for information exchange. ISWP's vision is that all people who need wheeled mobility devices receive the appropriate products and services with dignity. The Christopher and Dana Reeve Foundation Dedicated to curing spinal cord injury by funding innovative research, and improving the quality of life for people living with paralysis through grants, information and advocacy. Tools for Life AppFinder This database is a unique tool that will allow you to search for apps by disability or multiple disabilities as well as by price ranges and device types. West Virginia Assistive Technology System WVATS helps to improve access to and acquisition of assistive technology (AT) in the areas of: education; community living; employment; and telecommunication. West Virginia Technology Related Assistance Revolving Loan Fund application Links you directly to the application form to apply for a loan to purchase assistive technology through the West Virginia Technology Related Assistance Revolving Loan Fund. West Virginia's Assistive Technology Loan Library and Exchange System The WVATS AT4ALL system is a free online service to list and find assistive technology devices and durable medical equipment in West Virginia.

EMPLOYMENT - DISCRIMINATION COMPLAINTS U.S. Equal Employment Opportunity Commission Disability Discrimination Page In addition to a variety of formal guidance documents, EEOC has developed a wide range of fact sheets, question & answer documents, and other publications to help employees and employers understand the complex issues surrounding disability discrimination. U.S. Equal Employment Opportunity Commission Facts About the Americans with Disabilities Act West Virginia Human Rights Commission West Virginia Human Rights Commission whose mission is to eliminate discriminatory practices related to employment, housing and public accommodations based upon sex, race, color, ancestry, national origin, age, disability, religion, blindness and familial status. Wheeling Human Rights Commission It is the mission of the Human Rights Commission to encourage mutual respect among all racial, religious and ethnic groups within the City. Zippia Disability Resource Guide Zippia is a resource site for job seekers who want to empower their career aspirations with knowledgeable data.

NEWS LETTER March Disability Rights of West Virginia Programs and Supports for Individuals with Traumatic Brain Injury (TBI) 2022 Article by Regina Desmond, DRWV Senior Advocate March is Brain Injury Awareness Month. According to the Brain Injury Association of America, there are more than 5.3 million children and adults in the United States who are living with a permanent brain injury-related disability. That’s one in every 60 people. DRWV would like you to be aware of the following programs available to those with lived experience and their support systems. Support Groups There are several Support Groups in WV for those with a TBI. Groups include: Morgantown Brain Injury Group (BIG) of WV; BIG of the Eastern Panhandle; BIG at Marshall; BIG of Southern WV; and, the Mid-Ohio Valley Brain Injury Support and Information Group. The TBI Program at the WVU Center for Excellence in Disabilities (WVUCED) has Monthly Virtual Mindfulness Sessions for People with TBI, Caregivers/Family Members of People with TBI, and Professionals. These meetings are held on Zoom the 3rd Friday of the month from 12-1 p.m. Traumatic brain injuries not only impact the person with TBI, they also impact their family members and caregivers. After a TBI, family dynamics often shift. Many find themselves plunged into the role of caregiver which can increase stress and a sense of burden. These are related with poorer physical and emotional health. This has the potential to decrease the caregiver’s quality of life. Caregivers play a vital role in the life of a survivor and their well-being is important. A caregiver can impact the TBI survivor’s success in recovery. Due to this, the TBI project holds a support group for Caregivers. This group meets via zoom on the last Friday of each month from 12-1pm. Caregivers and family members of individuals with TBIs are all welcome. To RSVP and register, call Carrie Cobun Stark, TBI Intake Coordinator at 304-376-7834 or email ccobun@hsc.wvu.edu . Information on the Support Groups and Mindfulness sessions can be found online at: http://tbi.cedwvu.org/support-groups/ . Community-Based Supports The West Virginia Traumatic Brain Injury (TBI) Waiver program provides home and community-based services to those with traumatic brain injury. These services are provided in conjunction with the support and assistance of family members, friends and other caregivers. TBI Waiver Services include case management, personal attendant services, and, transportation. More information about TBI Waiver can be found online at: http://www.dhhr.wv.gov/bms/Programs/WaiverPrograms/TBIW/Pages/default.aspx The TBI Program at WVUCED provides resource coordination, technical assistance, training, screening & assessments are available to individuals of all ages with TBI, family members, caregivers and service providers. The statewide program consists of regional TBI Social Workers who use a person-centered approach to help individuals reach their personal goals and achieve independence within their communities. Additional information on the TBI Program at WVUCED can be found online at http://tbi.cedwvu.org/ . Referrals for their program can also be completed online . Funds for You The Funds for You Program provides individuals who have a have a medically confirmed diagnosis of traumatic brain injury or spinal cord injury with goods and services that will increase opportunities for and enhance the achievement of functional independence and a return to a productive lifestyle. Goods and services may include, but are not limited to medical, dental, vision/hearing, Adaptive Equipment/Occupational Therapy, Physical Therapy, Assistive Technology Assessment /Training and Start-up Funds. This program is a funder of last resort. If you have questions about Funds for You, contact the TBI Program at WVUCED at 877-724-8244 or TBI@hsc.wvu.edu . Advocacy Services One of DRWV’s federally funded programs focuses on advocacy and outreach for individuals with Traumatic Brain Injuries (TBI). DRWV provides advocacy for people of any age with a TBI who are experiencing possible abuse, neglect, or rights restrictions in the following systems: school/education; work; access to assistive technology; access to programs & services in their home and community (Medicaid waivers, Personal Care services, etc.); housing rights (service/emotional support animal access, reasonable accommodations/modifications, etc.); Independent Living services; supported decision making; voting rights; etc. DRWV also completes trainings on Self-Advocacy, Supported Decision Making and other topics upon request. If you, or someone you know has a TBI and has questions or concerns, please call DRWV at 800-950-5250. Client Comments Why we do what we do Thank you so much for all your help! My advocate is amazing, caring and helpful.

How Employers Can Break Employment Barriers Boosting Jobs for People with Disabilities By: Ed Carter March 2026 West Virginia job seekers with disabilities, and the advocates, workforce partners, and local business owners who support them, run into employment barriers long before day one on the job. Accessibility in recruitment often breaks down with application systems, interview formats, and screening steps that assume one way of seeing, hearing, moving, or communicating. Layers of bias about productivity, attendance, and “fit,” and inclusive hiring challenges become routine rather than rare, widening the disability employment gap. Naming these obstacles clearly helps employers and communities focus on what must change to make work genuinely reachable. What Disability-Inclusive Employment Means Disability-inclusive employment means every step is built for access and fairness, not for “one right way” to work. It combines inclusive hiring practices, equal opportunity employment, and workplace accommodations so qualified people can apply, start, and succeed. Reasonable accommodations are simply tools that remove barriers, like a ramp removes stairs. This matters because when the process works, people stay employed longer and earn steadier paychecks. The reality is that young adults with disabilities, higher unemployment shows what happens when systems expect everyone to function the same way. For workers seeking rights advocacy and support resources, clarity on accommodations can turn a job offer into a lasting career. Picture a new hire who types slowly due to limited hand strength. A speech-to-text tool and flexible break schedule can protect quality and attendance. That small change helps the employee produce consistent work and helps the employer keep a trained team member. 8 High-Impact Moves Employers Can Implement This Quarter Real disability-inclusive employment isn’t a one-time “accommodation” decision, it’s a set of systems that make hiring, onboarding, and growth work for more people. These eight moves are designed to be doable in the next 90 days and to pay off in better recruiting, retention, and team performanc e. Make your careers site accessible before you spend more on recruiting: Run a quick accessibility check on your careers pages and online application, then fix the basics: clear headings, image alt text, high contrast, keyboard navigation, and forms that work with screen readers. Add a plain-language “Request an accommodation for the application process” link that goes to a real person, not a generic inbox. If candidates can’t apply, your talent pipeline leaks before it starts. Revamp job descriptions to focus on outcomes, not “perfect bodies”: Rewrite postings to separate essential functions from “nice to haves,” and remove vague requirements like “must lift 50 lbs” unless it’s truly central to the job. Offer alternatives such as “move up to 50 lbs with assistance or equipment” when feasible. This aligns with the idea that reasonable accommodations are a retention strategy, and it also widens your applicant pool. Standardize a clean, fast recruiting process: Create a one-page checklist for recruiters and hiring managers: how to schedule accessible interviews, how to handle accommodation requests, and what questions are off-limits. Offer interview format choices by default (in-person, video, phone, written work sample) and allow extra time without making candidates justify it. Faster clarity reduces drop-off and signals respect. Budget for accommodations like you’d budget for safety gear: Set an “accommodation line item” each quarter and give HR authority to approve up to a small threshold quickly (for example, a set amount per request). Many adjustments are low- or no-cost; 49% of accommodations cost nothing , which means your biggest risk is often delay, not dollars. Tracking costs and outcomes also helps finance teams see accommodations as routine operations. Build an inclusive workplace culture with manager habits, not slogans: Teach managers to ask, “What do you need to do your best work?” and normalize flexibility like predictable scheduling, quiet workspaces, written follow-ups, and clear performance expectations. Put psychological safety into meetings, agendas in advance, multiple ways to contribute, and no penalty for communication differences. Companies that intentionally cultivate belonging can see business gains like 28% higher annual revenue on average, so culture work is also performance work. Launch a paid internship or returnship with accessible supports: Offer 8–12 week paid roles with a defined project, a weekly check-in, and a clear path to conversion when possible. Partner with local workforce and disability organizations for referrals, and provide assistive tech or flexible schedules from day one. In West Virginia, paid opportunities are often the difference between “experience required” and a real doorway into a career. Add career planning opportunities within the first 60 days: During onboarding, ask new hires about strengths, preferred communication, and growth goals, then map a simple 6-month plan with training options and a mentor. Make advancement expectations explicit (what “good” looks like, how reviews work, what skills lead to a raise). Career clarity is a retention tool, especially for employees who’ve been screened out elsewhere. Create a feedback loop so fixes stick: Every quarter, review where candidates and employees get stuck: application drop-offs, interview no-shows, accommodation response time, and early turnover. Invite confidential input from employees with disabilities and treat it like operational data, not personal criticism. When you can measure barriers, you can budget and remove them. Workplace Inclusion Questions, Answered Q: What practical steps can employers take to create a more accessible and inclusive workplace culture for new hires with disabilities? A: Start by standardizing a reasonable accommodation process with a simple request form, clear timelines, and one HR contact who tracks outcomes. Train managers on respectful communication, confidentiality, and how to focus performance conversations on results, not assumptions. Inclusive habits like predictable schedules, written follow-ups, and flexible meeting formats reduce barriers for everyone. Q: How can organizations ensure their job listings and recruitment processes do not unintentionally exclude candidates with disabilities? A: Review postings for unnecessary physical demands and separate essential duties from preferences. Offer interview options by default and clearly state how to request application support. Regularly test your careers site and application flow with keyboard-only navigation and screen readers. Q: What kinds of workplace accommodations should employers budget for to support employees with disabilities effectively? A: Plan for assistive technology, ergonomic equipment, modified schedules, job coaching, and occasional workspace changes. A clear baseline is the job accommodation idea, an adjustment or modification that helps someone perform the essential functions of that job. Budget for speed, too, since delays often cause more disruption than the cost itself. Q: In what ways can internship or mentorship programs be tailored to better support individuals with disabilities seeking employment? A: Make programs paid, with a defined project, accessible onboarding materials, and a consistent check-in cadence. Assign a mentor trained to handle accommodation requests and to connect interns to practical tools, not just advice. Build in flexible ways to demonstrate skills, such as work samples or structured presentations. Q: If someone with a disability feels stuck in their current role and wants to develop leadership skills to advance in their organization, what options are available to help them grow and succeed? A: Ask for a written development plan tied to specific competencies, plus a stretch assignment with the accommodations you need to deliver results. Seek mentorship, leadership workshops, and cross-training that broaden influence without requiring constant extra hours. If your schedule or energy is limited, flexible online graduate study, including pursuing an MBA degree , can be an option to build management skills while continuing to work. Incentives and Accommodations at a Glance This table compares common disability employment strategies by budget, speed, and accessibility impact. For West Virginia residents with disabilities who may be weighing whether to ask for support or seek rights advocacy, clarity helps you spot which employer commitments are concrete and which are vague, so you can push for changes that actually remove barriers. It also helps employers pick a realistic starting point instead of guessing. Decision-wise, prioritize options that remove the most friction fastest, then layer in longer projects like facilities improvements. The Deloitte finding that a request rejected outcome is common for some workers underscores why speed and consistency should be designed in, not left to chance. Knowing which option fits best makes your next move clear. Build an Accessible Workplace Culture That Expands Your Talent Pool Hiring can feel stuck when roles are urgent, budgets are tight, and disability inclusion seems complicated or risky. The more reliable path is an inclusive hiring summary mindset: focus on employer empowerment, clear job expectations, and consistent implementation of accommodations that remove barriers without overthinking. When that approach becomes part of your accessible workplace culture, supporting employees with disabilities turns into steadier retention, better performance, and a wider pool of qualified West Virginians ready to work. Accessible hiring is good business because it lets more people do their best work. Choose one change this week, review one job post for unnecessary requirements or confirm how an accommodation request gets handled. That kind of practical inclusion builds stability and resilience for your workforce and your community .

ON VOTING DAY Answers to Your Questions When are the polls open? On election day, the polls will be open from 6:30 AM to 7:30 PM. Is there another day I can vote? Yes, you may take advantage of Early Voting. Any registered voter may vote at their County Clerk’s office 13 days before the election and ending the 3rd day before the election. Some counties offer additional Early Voting locations. Early Voting is available on weekdays during regular business hours and on Saturdays from 9AM to 5PM.Please call your County Clerk’s office to find out additional locations and hours for Early Voting. Where do I vote? You must vote at your polling place. This place is determined by your physical address that you put on your registration form. To find out where your polling place is: Call your County Clerk’s office, or Visit this website: https://apps.sos.wv.gov/elections/voter/ What do I need to bring? If you registered by mail, and did not provide a copy with your registration form, you will need to bring: A copy of a current & valid photo ID, or A copy of a current utility bill, bank statement, government check, paycheck, or other government document that shows your name and current residence address. Even if you registered in person or provided the necessary documentation with your registration form, it is a good idea to bring the above identification with you. What happens if I do not bring the required documentation, my name is not on the voting list, or I am in the wrong precinct? Request a provisional ballot. What is a provisional ballot? A provisional ballot is used when a voter’s eligibility cannot be determined at the polling place. The vote cast on a provisional ballot will not be considered until canvass and the voter’s eligibility can be determined. The status of a provisional ballot can be checked online at: https://apps.sos.wv.gov/elections/voter/ What if I cannot get to my polling place or my County Clerk’s office to vote due to a medical condition or a disability? Then you can request an absentee ballot. How do I find out what kind of voting system my county uses? You may call your County Clerk’s office, or Visit this website, which details what voting systems each county of West Virginia uses: http://www.sos.wv.gov/elections/ Instructions on the use of the electronic voting systems used in West Virginia can be found at this website: http://www.sos.wv.gov/elections/ Is there anything else that can make voting easier? Please call your County Clerk’s office to verify that you are registered before election day. Ask for accommodations (assistance with voting, accessible voting machine, etc.) when you sign in. Also, be sure that you know where your polling place is.

Disability Rights of West Virginia is accepting applications for BOARD OF DIRECTORS Disability Rights of West Virginia (DRWV) is accepting applications for its Board of Directors with terms beginning October 1, 2026. The deadline to apply is July 31, 2026. DRWV is the West Virginia federally mandated protection and advocacy system for people with disabilities. DRWV is a private, non-profit agency. DRWV welcomes applicants who bring relevant experience, sound judgment, and a commitment to the organization’s mission. Board of Directors Packet Board of Directors Application Applications accepted through July 31, 2026 DRWV Mission Statement Disability Rights of West Virginia protects and advocates for the human and legal rights of persons with disabilities DRWV vision Statement Disability Rights of West Virginia is the recognized catalyst for removing barriers to opportunity and equality for people with disabilities . The Board of Directors is the Governing Body of the Agency The broad role of the governing body includes: Setting broad policies for the Agency Establishing annual priorities and objectives for all programs Advance the Agency's mission and vision Fiduciary oversight of the Agency’s bud Requirements The requirement for a Board member is to: Ensure availability for quarterly Board meetings and Committee meetings as scheduled Avoid conflicts of interest between being a Board member and professional and personal life Expectations Expectations of Board Members include: Come to meetings prepared to contribute to discussions and make informed decisions in the agency's best interest Refrain from becoming involved in the day-to-day operations of the agency Promote the agency by sharing your passion for the agency with others Give an annual gift according to personal means Ongoing recruitment of board members to ensure compliance with federal grants

2027 Priorities and Objectives As the federally mandated protection and advocacy system for people with disabilities in WV, Disability Rights of West Virginia (DRWV) is requesting input for our fiscal year 2027 priorities and objectives. The purpose of this input is to learn what issues are important to people with disabilities in WV. Input will be collected from: May 1, 2026 - June 12, 2026 Help us to help you by taking a few minutes to complete our survey! Take our survey

EDUCATION - SECTION 504 Section 504 Discipline Fact Sheet This Fact Sheet summarizes public schools’ obligations under Section 504 to: Provide a free appropriate public education to K-12 students with disability-based behavior; make reasonable modifications to disciplinary policies for students with disabilities; and administer student discipline requirements in a nondiscriminatory manner. The IEP & Section 504 Guidance for West Virginia Schools and Districts The West Virginia Department of Education, Office of Special Programs has developed this document to assist counties and parents in serving their general education students with disabilities in a way that assures a quality education that is in compliance with state and federal laws. This document includes a parent and educator guide to Section 504, highlights the major differences between Section 504 and the IDEA, provides sample policies and procedures including forms, detailed frequently asked questions (FAQ) and sample accommodations for use by counties in West Virginia. U.S. Department of Education Office for Civil Rights (OCR) 504 FAQ's Frequently asked questions about section 504 and the education of children with disabilities. U.S. Department of Education Office for Civil Rights Complaints The U.S. Department of Education Office for Civil Rights information and forms for filing complaints.

POLLING PLACE ACCESSIBILITY SURVEY Polling Place Accessibility Survey West Virginia Advocates would like to know if your polling place is accessible. Providing us information on the accessibility of your polling place may help get any accessibility issues corrected in the future. If you are interested in filling out the survey, then please indicate the county and precinct information. You may also provide your contact information, although that is not required. Download the survey Return the survey by: U.S. Mail to: WV Advocates, 1207 Quarrier St, Ste 400, Charleston, WV 25301; Email: contact@wvadvocates.org Fax: (304) 346-0867; or Phone: (800) 950-5250 Thank you very much for your help in making West Virginia accessible!