I'm going through a similar situation with my elderly mother right now, and I can't imagine how exhausting this must be for you. You're being so strong taking care of your husband while working full-time - please don't feel guilty about needing help. One thing I learned that might help you is to ask the nursing homes you're considering about their specific policies for married couples. Some facilities have social workers who specialize in helping spouses navigate the Medicaid application process and understanding exactly how much of your combined income you'll be able to keep for your household expenses. Also, when you do contact SSA (definitely try that Claimyr service someone mentioned), ask them about any state-specific programs for caregiving spouses. Some states have additional support programs that can help with the transition period. You're doing everything right by researching this thoroughly before making the decision. Your husband is lucky to have someone who cares so much about getting this right for both of you.

I'm a social worker who has helped many families navigate this exact situation. Your husband will definitely continue receiving his SSDI benefits in a nursing home - those benefits belong to him regardless of where he lives. However, the key issue is how Medicaid handles those benefits if they're paying for his care. As others have mentioned, you'll likely qualify for the Monthly Maintenance Needs Allowance (MMNA) which can range from about $2,300-$3,700 depending on your state. This allows you to keep a portion of his income to maintain your household expenses before the rest goes to the nursing home. One important thing I haven't seen mentioned yet - you should also look into whether your state has a "spousal resource allowance" that protects some of your combined assets (like savings, retirement accounts) from being spent down for Medicaid eligibility. This is separate from the income protections. I'd strongly recommend contacting your state's SHIP (State Health Insurance Assistance Program) - they provide free Medicare and Medicaid counseling and can walk you through the specific rules in your state. You can find your local SHIP at shiphelp.org. You're being incredibly responsible by planning ahead rather than rushing into this decision. Many families don't realize these protections exist until it's too late to properly plan.

I just remembered something important! If you're moving states make SURE you research medicaid too! SSI usually comes with medicaid but each state runs it differently and you don't want ANY gaps in coverage for your son!!

I've been through something similar with my daughter's SSI when we had family changes. A few additional things to keep in mind: 1. **Document everything** - Keep detailed records of all money your husband sends, even if it's informal support. SSA will ask for specifics during reviews. 2. **Consider timing** - Since you just started receiving benefits last month, you might want to get through at least one full review period before making major changes. This could help establish a baseline. 3. **Georgia-specific resources** - Contact Georgia's Department of Human Services early to understand their Medicaid application process and any state-specific disability services your son might qualify for. 4. **School considerations** - Don't forget to research special education services in your new Georgia district. Continuity of educational support is just as important as the financial benefits. The income calculations can be complex, but generally speaking, if your husband's support plus your part-time earnings stay reasonable, your son should continue receiving some SSI benefit. The key is being proactive and transparent with all reporting. Good luck with your move - it sounds like you're being very thoughtful about planning this transition!

@Amelia Martinez - Yes, there are several good resources for remote work opportunities for people with disabilities! Check out: 1. **AbilityJobs.com** - specifically focuses on disability-inclusive employers with remote options 2. **FlexJobs.com** - has a disability-friendly filter and tons of remote part-time opportunities in customer service and data entry 3. **DisabilityIN.org** - their job board features inclusive employers 4. **EARN (Employer Assistance and Resource Network)** - provides resources and job leads Many companies like LiveWorld, Working Solutions, and Arise specifically hire remote customer service reps and are known to be accommodating. For data entry, companies like Clickworker, DataPlus+, and Axion Data Services often have flexible remote positions. The key is being upfront about needing flexible scheduling during interviews - frame it as "I work best with flexible hours to optimize my productivity" rather than focusing on limitations. Most remote employers care more about results than strict schedules anyway. Also consider freelance platforms like Upwork or Fiverr where you can completely control your workload and schedule. Start small and build up as your energy allows!

I wanted to add one more resource that's been incredibly helpful for me as someone who's navigating work with a disability - the Job Accommodation Network (JAN) at askjan.org. They have free consultants who can help you think through what workplace accommodations might help with your fatigue issues. Some accommodations that have worked well for people with fatigue conditions include: - Flexible start/end times to work around your peak energy hours - Permission to take short breaks as needed - Option to work from home on bad days - Modified lighting or workspace setup to reduce energy drain - Reduced travel or meeting requirements The great thing about JAN is they can help you figure out how to request accommodations professionally and what's reasonable to ask for. They also have sample accommodation request letters. Since you mentioned your fatigue is unpredictable, having a plan for accommodations before you start working could make the difference between success and having to stop again. Many employers are more willing to work with you if you come prepared with specific, reasonable solutions rather than just saying "I have fatigue issues." Best of luck with whatever you decide! The Trial Work Period really does give you a safety net to test things out.

To summarize what everyone's said: While your son is earning above SGA during his EPE, his benefits are suspended (not terminated). During months of suspension, you would not be eligible for Child-in-Care benefits because he's not receiving benefits. For any months he earns under SGA during the EPE, both his benefits and your Child-in-Care benefits could be reinstated for those specific months. After the EPE ends, if he's still working above SGA, his benefits would be terminated, which would permanently end your eligibility for Child-in-Care benefits (unless he files a new application later).

I'm dealing with a very similar situation as a newcomer to understanding these benefits. My husband passed away 6 months ago, and our 25-year-old daughter has intellectual disabilities but recently started working 20 hours a week at a local grocery store through a supported employment program. She's earning about $900/month, which is under SGA, so she's still receiving her SSDI payments. I've been getting Child-in-Care benefits, but I'm worried about what happens if she gets more hours or a raise that puts her over the SGA limit. Reading through all these comments has been incredibly helpful - it sounds like the moment her earnings go above SGA and her benefits get suspended, I'll lose my Child-in-Care benefits too, even though she'll still need my daily support with transportation, meal planning, and managing her finances. It's reassuring to know I'm not the only one navigating this confusing system, but also frustrating to see how the rules can discourage our loved ones from achieving more independence.

I'm a benefits specialist and wanted to add one more important detail that hasn't been mentioned yet. Since you're already receiving your own Social Security benefit, when you become eligible for survivor benefits, you'll essentially be "switching" to the survivor benefit - you won't receive both payments simultaneously. Also, there's something called the "deemed filing" rule that might affect your situation. If you haven't reached your full retirement age when your husband passes, you might be automatically deemed to be filing for both your retirement benefit and survivor benefit, and you'd receive the higher of the two. Given that you're 66 and likely at or past your FRA, this shouldn't be an issue for you, but it's worth mentioning for completeness. The key takeaway is that you'll receive whichever benefit amount is higher - either your current $1,390 or the survivor benefit calculation (which, as others have explained, could be either his $1,850 or 82.5% of his PIA, whichever is higher).

I just wanted to add that you can actually get a Social Security Statement that shows your husband's PIA (Primary Insurance Amount) by creating an account at ssa.gov/myaccount. This will help you calculate whether you'd get his current $1,850 or the 82.5% of his PIA amount mentioned by others here. Also, consider reaching out to your local SSA office NOW while you're both still alive to get these calculations done in advance. They can run the numbers and tell you exactly what your survivor benefit would be. This way you'll know what to expect financially and can plan accordingly, rather than trying to figure it out during an already difficult time. Having this information ahead of time also helps you understand if there are any other financial planning steps you should take now to prepare for potential changes in household income.