Many people with Parkinson’s disease want to continue to work and contribute their skills in the workplace. Sometimes all it takes is recognition of their condition by their employer and accommodations to compensate for disabilities. In fact, the Americans with Disabilities Act (ADA) provides certain protections in the workplace for people with disabilities once they reveal their situation to their employers, who are then required to make reasonable accommodations to do the job. In this second of two parts on talking to your employer about PD, Jim Sinocchi, Managing Director of the Global Office of Disability Inclusion at JPMorgan Chase & Company, a multinational investment bank and financial services company based in New York City, describes how the company recruits people with disabilities in their offices worldwide and assimilates them into the work environment. As the name of his office denotes, Chase considers inclusion an important aspect of facilitating the best job performance from everyone. From an employee’s perspective, Brian Baker, an executive recruiter and a former employee of JPMorgan Chase, describes his experience while there and gives his take on some workplace issues as a person with young onset Parkinson’s disease, including how to get job accommodations implemented in a timely manner.