b'Following are some tips on how to cultivate your vocational wellness. Finding options for employment regardless of where you are in your MS journey can help to improve nances, which can help to further empower you. Treatment and management of MS can be costly even with health insurance, therefore having a source of income can help to ease the burden. Explore flexible work options such as remote work, freelance opportunities, contract work, or part-time work.Request workplace accommodations such as flexible work hours, ergonomic chairs, voice-to-text software, and permission to take extra breaks to manage fatigueas is your right under the Americans with Disabilities Act. Search for new career paths that align with your strengths and skills such as sales roles, marketing, consulting, administrative, or financial work. Check into the vocational rehabilitation options in your area.Pursue other productive roles, such as volunteering or self-employment, which will allow you to have flexibility and control of your work schedule.The goal of this domain is to find personal fulfillment within, whether it is through a paid role or not. The hope would be to find a career, volunteer role, or anything else that gives you a sense of purpose, challenges you intellectually, respects your physical limitations, and promotes a healthy work-life balance. How to Disclose a DisabilityTo Disclose or Not to Disclose - That is the Question Adapted from an article by Brad McDaniels and Phillip D. Rumrill, Jr., for MS Focus MagazineAlthough you do not have to disclose the underlying cause of your disability (e.g., MS), it is important to provide information about the nature of your conditionthat is, the limitations involvedand to frame your disability status in functional terms: I am a person with a disability, and I have been having difficulty performing X and Y on my job. I would like to discuss some ways to accommodate these difficultiessome strategies that will enable me to continue to be a productive employee.The Americans with Disabilities Act provides protections for individuals with disabilities in the workforce; however, it is important to note that referencing the ADA during discussions with your employer is not advised. In fact, you should take a win-win approach to on-the-job accommodations, in which the employee with MS keeps his or her legal protections out of the dialog with the employer to every extent possible. The best rationale for reasonable accommodations is that they will help you maintain or enhance your productivity on the job. When considering disclosing, it is important to keep the focus on the symptoms or effects of your disability that specically affect your job performance. It is usually best to refrain from providing clinical or medical descriptions of any kind. Even if you choose to disclose your MS, avoid using terms such as exacerbation, attack, progressive, and disease.16'