1820 Work Activities | TANF

The TFSP-Work Plan must require unsubsidized, full-time employment for a client who is already working in unsubsidized part-time employment and does not have barriers to full-time employment.

Full-time, unsubsidized employment must also be required if the client is unemployed but has been assessed as having the capability of obtaining immediate full-time employment.

Generally, full-time, unsubsidized employment will indicate the participant is soon ready to exit TANF. Therefore, a participant who is employed full-time but earns less than minimum wage is under-employed. The focus of the TFSP-Work Plan should be to increase earnings, benefits and job retention, in order to maximize earnings, prior to ending TANF.

When a client obtains unsubsidized employment, hours of employment may be verified by the employer’s statement or by other written information provided by the employer. Client statement can only be accepted for self-employment.

As they become available, check stubs or other wage verification may be used to verify hours of employment. If the client’s hourly rate of pay is known, hours can be determined based on gross earnings.

Information already contained in the eligibility case record that has been used to verify earned income may be used to verify hours of employment.

Not applicable.

A subsidized employment participant is granted employee status for the duration of the Subsidized Employment Agreement (SEA) and receives the benefits available to a regular employee of that employer.

A participating employer must:

When a client is dismissed from a subsidized position, the case manager must decide if good cause for dismissal exists. If the dismissal is due to the client’s behavior, the case manager should begin the conciliation/sanction process.

An employer who fails to continue the successful participant’s employment without good cause will not be granted subsequent contracts. Before the agency can enter into subsequent contracts with an employer, participants who have previously been laid off must be recalled.

The client must receive a rating of satisfactory or better from the participating employer. The employer may submit Form 516, Record of Attendance and Performance Report to the case manager every month. This report is due by the fifth calendar day in the month following the report month. If the report month has a fifth Monday, the report is due by the tenth calendar day in the month following the report month.

Failure to pay all or a portion of wages owed to the employee constitutes a breach of the SEA and terminates the agreement immediately. The employer cannot receive additional subsidies, and DFCS may recover diverted payments made for months for which the employee was not paid fully for wages earned.

The participant is paid at a rate equal to that of a regular employee in the same position with the same responsibilities.

The participant must be available for immediate employment. Hiring is solely at the discretion of the employer.

DFCS is responsible for publicizing to its client population and to local businesses that subsidized employment is available. The agency is also responsible for recruiting employers to participate. These responsibilities may be carried out directly by DFCS or may be delegated to partner agencies.

The case manager is responsible for conducting an assessment and determining the job readiness level of the client. It is expected that job-ready and near job-ready clients will be placed in unsubsidized employment.

Both before and after a placement has been made, the case manager is responsible for the provision and monitoring of support services that are needed in order for the client to successfully continue in the subsidized placement.

The case manager must meet with the client prior to the latter’s placement in a subsidized job to ensure that all needed support services are in place. The case manager must also monitor the agreement to ensure the employer complies with the terms of the SEA.

The case manager is responsible for making subsequent referrals for in-depth assessments that are deemed necessary based on an identification of additional barriers to employment that may not have been detected prior to the initial subsidized job placement.

The case manager or other assigned staff is responsible for overseeing the development of job sites and for establishing agreements with participating employers so that certain criteria are met. Staff assigned to develop subsidized employment sites must complete Form 200, TANF Subsidized Employment Agreement for each site developed.

While the actual development of sites and the establishment of agreements with participating employers may be done by staff from partner agencies and not by the case manager, the case manager does have the final responsibility for ensuring that the work performed by partner agencies is consistent with TANF policies and goals.

A participating employer will receive a subsidy to offset a portion of the cost of the client’s salary for the duration of the subsidized placement. If the client’s job performance is satisfactory, the employer is expected to offer the client permanent employment.

Prior to placement in a subsidized position, the client must meet with the case manager and representatives from any participating partner agencies in order to ensure that needed training and support services are identified.

All subsidized employment job sites are to be monitored monthly. The case manager or other assigned staff must make an on-site visit during the first month of placement.

Subsequent monthly contacts may be made in person or by telephone.

Contacts are intended to verify that the employer is providing training appropriate to the participant’s abilities to perform the basic duties of the job. Monitoring contacts must be documented in the participant’s case record.

Though staff from partner agencies may complete the actual monitoring function, the case manager has the final responsibility to ensure that the monitoring is performed on an ongoing basis.

A prospective participant must attend a subsidized employment orientation session in which the case manager explains the following:

A trial budget will have to be completed to show the amount of earnings required to reduce the AU’s grant amount to zero.

For additional information about subsidized employment and step-by-step instructions for the grant diversion process, refer to Sections 1825, 1826, and 1827 of the Policy Manual.

Prior to placement in a subsidized position, the case manager or the contracted staff must meet with the client and with the participating employer to discuss requirement to verify hours of employment. This requirement is to ensure that the client receives needed training, abides by the rules of employment and the agency provides all support services identified in the TFSP-Work Plan or identified later during participation in the activity.

The hours of subsidized employment may be verified by:

Information already contained in the eligibility case record that has been used to verify earned income may be used to verify hours of employment. However, the case manager must document the source of verification for that month.

If the client fails to participate, or the employer does not provide needed training to the client, appropriate procedure will be followed.

Refer to 1825 Subsidized Employment General Requirements for detailed policy.

Supervision must be provided daily by the employer or the site supervisor.

Work experience placements are intended to provide training to an individual who is near job-ready and who needs to develop or improve the job skills and work habits necessary to succeed in a regular job environment.

Work experience placements can be made with either a public sector employer or a private sector non-profit or for-profit employer. It is expected that placements in WEX for more than 3 months would only be acceptable in settings that are expected to turn into full-time employment.

The work experience participant is not an employee of the work site provider and is not paid for hours of participation by the employer.

The work experience site sponsor is expected to offer training opportunities with appropriate supervision within an environment that generally replicates that of regular employment. The sponsor must be made aware that job coaching, and mentoring may be needed to help the participant succeed.

The work experience site sponsor must provide a detailed description of the activities in which the client will participate. The sponsor must also comply with the requirements specified for the sponsor on Form 482, the TANF Work Experience Agreement Form.

The sponsor is responsible for providing reasonable accommodations to work experience participants who have varying job skill levels or who may have physical or mental disabilities.

A client referred for placement at a work experience site must be regarded by the case manager as having the ability for performing the tasks that will be required of a participant and that appropriate accommodations will be provided. A client must not be referred to sites where overnight travel or travel over unreasonable distances will be required.

A work experience participant is subject to FLSA guidelines. A participant is therefore restricted to a maximum number of hours per month of participation in this activity.

The maximum number of hours permitted is determined by dividing the amount of the AU’s regular TANF cash assistance and the AU’s SNAP allotment by the minimum wage.

The hours based on the cash assistance grant and the hours based on the SNAP allotment must be calculated separately. The composition of the TANF AU may be different than the SNAP AU. Staff should count the entire SNAP benefit toward the TANF work requirement, unless the SNAP work program requirement such as SNAP E&T is also being based on the SNAP benefit. Benefits would not count twice toward both requirements.

In that case, the benefits would be prorated with the SNAP Benefits of the TANF household counted toward the TANF work requirement and the SNAP benefits of the other members counted toward the SNAP work requirement. Benefits would not be double counted toward both requirements.

When doing calculations, fractions of an hour are retained to 1/100^th of a whole number and dropped after the TANF and SNAP hours are added together. Fractions of an hour cannot be rounded up.

The number of allowable hours must be reviewed monthly and recalculated whenever necessary.

The maximum number of hours that can be permitted in a month is the sum of the TANF hours and the SNAP hours. Refer to the example below:

The FLSA hours of work activity permitted in the above example would be 111 hours for the month.

If the participant misses some hours of participation in one week, the hours can be made up in another week in the same month not to exceed the FLSA limit.

If the averaged actual weekly hours of participation allowed under the FLSA calculation falls below the 20 core hours of participation per week, over the course of a month, the work eligible adult will be considered deemed meeting the 20 hours per week of participation for that FLSA activity.

However, if this participant is a single custodial parent with no child under six or a pregnant woman with no dependent children, the participant must be engaged in an additional 10 hours of non-core or non-FLSA work activities in order to meet the full 30-hour federal participation guidelines.

The case manager is responsible for conducting an assessment and determining the job readiness level of the client. Special consideration must be given to the client’s goals and his or her TANF clock when making work experience placements.

The case manager is responsible for ensuring that both the sponsor and the participant understand the terms and conditions of the work experience agreement.

When an agreement has been reached with a potential sponsor, the sponsor and the case manager must sign Form 482, the TANF Work Experience Agreement form. A client can only be assigned to a work experience site if an agreement has been signed with a sponsor.

The county DFCS office must maintain a central file of all work experience agreements. A copy of the agreement form must be provided to the client and to the sponsor.

After placement at a work experience site is arranged, the case manager is responsible for the provision and monitoring of support services that are needed prior to and during the client’s participation in the activity.

Consequently, before the client’s placement in the work experience activity, but after the assessment has been completed, the case manager must meet with the client as well as staff from any partner agencies that may be involved in the placement process to ensure that all needed support services are in place. Before placement, ensure that all needed support services are specified in the TFSP - Work Plan.

Additional joint staffing must be conducted as needed throughout the duration of the work experience placement.

The case manager is responsible for making subsequent referrals that are deemed necessary based on the identification of additional barriers to employment that may not have been detected prior to the initial work experience placement.

The case manager or other assigned staff is required to verify hours of participation in a work experience activity.

The case manager must verify hours of participation at least monthly. This verification can be:

Documentation of monthly verification of WEX hours in the case record is required. The case manager, however, may choose to verify hours on a weekly or bi-weekly basis.

The participant must receive a rating of satisfactory or better from the work experience site supervisor. Form 516, the Record of Attendance and Performance Report form must be submitted monthly. This report is due by the fifth calendar day in the month following the report month. If the report month has a fifth Monday, the report is due by the tenth calendar day in the month following the report month.

Daily supervision must be provided by the site supervisor.

The number of hours required for the work experience placement must be reviewed at least every 30 days. Changes must be documented. A change in the number of hours of participation must be indicated on the Form 516, Record of Attendance and Performance report and communicated to the client and to the work experience site supervisor.

The case manager is responsible for monitoring the progress of each work experience participant and for verifying that the employer is providing training appropriate for the participants, enabling them to perform the basic duties of the work experience assignment.

It is the case manager’s responsibility to determine if the client has received the maximum benefit from the placement and whether the client should be moved to a different activity.

All work experience sites are to be monitored on a regular basis. The case manager or other assigned staff must make an on-site visit during the first 2 weeks of placement.

Subsequent contacts must be made on a regular basis, the frequency to be determined by the county. Monitoring contacts must be documented in the participant’s case record.

A work experience participant must contact the case manager if there is a problem at the site in need of resolution.

Complaints from regular employees of the work experience sponsor should be made in writing to the local DFCS office. Valid complaints include, but are not limited to, the displacement of a regular employee by a work experience participant, or the assignment of a work experience participant to a regular position during a legal strike or other job action.

A sponsor may terminate a work experience placement at any time by completing the appropriate line on the TANF Work Experience Agreement form and submitting it to the case manager within five calendar days of termination. If the termination is initiated by DFCS, as much advance notice as possible must be given to the sponsor.

The duration of OJT must be limited to what is appropriate to the job for which the participant is being trained. The OJT plan must take into consideration the client’s goals, TANF clock, education, prior work experience, existing job skills, and the requirements of the job.

Discrepancies between a client’s job skills and the skills required for the job for which the client is being considered must be identified prior to the signing of an OJT contract.

Funds provided to an employer are intended for training activities that are in addition to those that would otherwise be available to other employees.

A sponsoring entity must not enter into on-the-job training agreements with an employer who has received payments under previous agreements but who has failed to provide on-the-job training participants with continued long-term employment as regular employees with wages, benefits and working conditions at the same level and to the same extent as other employees working a similar length of time and doing the same type of work.

No financial assistance can be provided for OJT that involves political activities.

Each employer receiving financial assistance to provide OJT must maintain records which determine the amount of assistance received and the purposes for which the assistance is expended.

The OJT participant must receive a rating of satisfactory or better from the work site supervisor.

Verification of the work participation hours in OJT is required. This verification may be provided by submitting:

The verification of participation must be provided to the case manager monthly. The case manager may choose to document this information in the case record weekly or bi-weekly.

Daily supervision must be provided by the employer or the site supervisor.

Under section 45 CFR § 261.34 federal rules have placed a limit of six weeks participation in job search/job readiness activities in a preceding 12-month period.

The Final TANF Rule allows states to convert the six weeks of job search/ job readiness activities to hours. However, there is still a maximum limit of four consecutive weeks as a countable (core) activity.

For the purpose of the six-week limit on participation, a week is defined as 20 hours for a single custodial parent with a child under age 6, and 30 hours for all other work eligible individuals, which is 120 or 180 hours for the six-week limit per preceding 12-month period.

Each time an individual reaches 20 (or 30) hours, a week is used. Due to the maximum 4 consecutive week limit, a recipient can do no more than 80 hours for a work-eligible individual with a 20-hour average weekly work requirement or 120 hours for a work-eligible individual with a 30-hour average weekly work requirement consecutively.

Following the above guidelines, the recipient must participate in another core (primary) and/or non-core (secondary) work activity for 20 or 30 hours during the 5th week while JS/JR is suspended. Then the recipient may participate for any additional hours left up to the six-week limit in job search alone or in job search combined with job readiness training as countable activities.

In determining the 4-week consecutive participation, a week consists of seven consecutive days. Any hours of participation in JS/JR during the course of a 7-day period triggers a week of the 4-week limit.

The 6-week limit applies to each participating individual. Therefore, in a 2-parent household if both parents are considered work eligible and participate in a work activity, each parent can report up to 180 hours for the six-week limit of JS/JR in the preceding 12-month period for each work eligible individual.

The preceding 12-month period refers to the current month for which the data is reported and the 11 previous months. The preceding 12-month period may include one or more periods of participation in the 12 months period.

Under the final rule the six-week limit is converted to hours and operates like an accrual system. Each time an individual reaches 20 hours (or 30 hours), a week is used.

The number of hours of participation in JS/JR activities is determined by the age of the youngest child in the AU. When the age of the youngest child changes, the hours of participation must change also.

For example: The month the youngest child turns 6, the AU’s weekly hours of participation increases from 20 to 30 hours and the maximum limit increases from 120 to 180 hours for the six-week limit of JS/JR for the preceding 12-month period.

Similarly, if an AU without a child under six years of age expands to include such a child, its average hourly requirement per week would drop from 30 hours to 20 hours.

Form 495, Job Search Record, may be used to verify hours of participation for job search activities. Documentation of Hours of participation in JS/JR activities in the case record is required monthly. The case manager may choose to verify hours of participation on a weekly or bi-weekly basis.

A state may qualify to count participation in Job Search/Job Readiness Assistance activities for up to 12 weeks if the state meets the definition of a “needy State”. The 6- week limit on job search and job readiness assistance can be extended to 12 weeks in a fiscal year if a state has an unemployment rate at least 50 percent greater than the unemployment rate of the United States, or if the State meets the definition of “needy State” under the Contingency Fund provisions of the law. (See sections 407(c)(A)(i) and 407(c)(1)(A) of the Act.)

Under the statute, a State may count up to 12 weeks of participation in job search and job readiness assistance for an individual participating in those activities only in a month in which the State qualifies as “needy” or the unemployment rate is at least 50 percent greater than the national unemployment rate in that month.

There are two ways for a State to qualify as a “Needy State,” one based on its unemployment rate, the other based on increases in its SNAP caseload. (See section 403(b)(5) of the Act.) Here is a general description of the two triggers:

A State can predict whether it will qualify due to high unemployment using its own trends and projections of SNAP participants and unemployment rates. A State making such a determination with respect to the SNAP benefits trigger should be sure to use the average of the most recent month and the two preceding months in comparison to the threshold for the most recent month.

The DFCS TANF staff or a contracted vendor provides supervision on a daily basis. Daily supervision does not necessarily mean daily contact, but it does mean that a responsible party has daily responsibility for oversight of the individual’s participation. This may occur through direct face-to-face contact, telephone calls, e-mails, and/or faxes.

Through daily supervision the case managers and contracted vendors determine and ensure that the participants are appropriately engaged in Job Search and Job Readiness activities.

Clients will not be allowed to perform community service activities that do not meet criteria listed above.

Examples of community service activities include but are not limited to the following:

The case manager must discuss the number of remaining months of potential TANF eligibility, and the impact community service programs may have on the client being able to achieve the goals established in the TFSP-Work Plan.

A community service participant is subject to FLSA guidelines. A participant is therefore restricted to a maximum number of hours per week of participation in this activity.

The maximum number of hours permitted is determined by dividing the amount of the AU’s regular TANF cash assistance and the AU’s SNAP allotment by the minimum wage.

The hours based on the cash assistance grant and the hours based on the SNAP allotment must be calculated separately. The composition of the TANF AU may be different than the SNAP AU. Staff should count the entire SNAP benefit toward the TANF work requirement unless a SNAP E&T work program requirement such as workfare is also being based on the SNAP benefit.

In that case, the benefits would be prorated with the SNAP Benefits of the TANF household counted toward the TANF work requirement and the SNAP benefits of the other members counted toward the SNAP E&T work requirement. Benefits would not be double counted toward both requirements.

When doing calculations, fractions of an hour are retained to 1/100^th of a whole number and dropped after the TANF and SNAP hours are added together. Fractions of an hour cannot be rounded up.

The number of allowable hours must be reviewed monthly and recalculated whenever necessary.

The maximum number of hours that can be permitted in a month is the sum of the TANF hours and the SNAP hours. Refer to the example below:

The FLSA hours of work activity permitted for the month in the above example would be 111 hours. If the participant misses some hours of participation in one week, the hours can be made up in another week of the same month not to exceed the FLSA limit.

If the averaged actual weekly hours of participation allowed under the FLSA calculation falls below the 20 core hours of participation per week, over the course of a month, the work eligible individual will be considered deemed meeting the 20 hours per week of participation for that FLSA activity.

However, if this participant is a pregnant woman or single custodial parent with no child under six, the participant must be engaged in an additional 10 hours of non-core or non - FLSA work activities in order to meet the full 30-hour federal participation guidelines.

In an AU in which more than one recipient has a work requirement, the total FLSA hours cannot exceed the number of allowable hours derived by using the formula above.

A work site sponsor must agree to meet the requirements listed below in order for the case manager to approve the work site. The sponsor must:

Verification of Hours of Participation in Community Service Program must be provided monthly to the TANF agency. Participant’s sign in sheets, the provider’s activity log or Form 516, Record of Attendance and Performance Reports can be accepted to verify hours of participation.

Documentation of Community Service Program hours in the case record is required monthly.

The work site supervisor must provide supervision daily.

When a community service program placement is terminated by the sponsor, the sponsor must complete the Placement Terminated information on Form 195, the Community Service Agreement and submit a copy of the form to the case manager within three business days of termination.

If DFCS must terminate a placement, the case manager must notify the sponsor in writing, providing notice as far in advance as possible.

The client is responsible for making the arrangements necessary to become the childcare provider for another TANF recipient whose work activity is community service.

For a client who is approved as a childcare provider to another TANF recipient participating in a community service program, being a childcare provider for a TANF recipient becomes the client’s community service activity. The TANF recipient for whom childcare is provided is the sponsor.

Placements are made via Form 195, the Community Service Agreement that specifies the placement begin date, the hours to be worked, and the name of the child being cared for and the duties of the participant. The case manager must approve the placement. When completing Form 195, the Community Service Agreement:

Verification of hours of participation is required on a monthly basis. The parent of the child is responsible for completing Form 516, Record of Attendance and Performance Report and the participant providing the childcare is responsible for submitting this form on a monthly basis to the case manager.

The parent of the child is responsible for monitoring the success of this activity daily. A DFCS staff person will complete an on-site visit once a week.

When the sponsor terminates a community service placement, the sponsor will complete the Placement Terminated information on Form 195, the Community Service Agreement and submit a copy of the form to the case manager within three business days of termination.

If DFCS must terminate the placement, the case manager must notify the sponsor in writing, providing as much advance notice as possible.

Vocational educational training in excess of twelve months does not count toward the participation rate, but a participant may be supported in vocational education in combination with a countable work activity.

The twelve-month limit is cumulative, not consecutive.

The Participants in vocational educational training activities are required to maintain an average of 2.0 GPA.

Verification of the GPA may be provided through grade reports, quarter/semester registration information, monthly attendance reports, or a certificate or diploma.

Form 516, Record of Attendance and Performance Report or Form 517, Record of School Attendance and Performance Report may be used to verify attendance and performance and is due to the case manager monthly.

The case managers may choose to call the school or provider to verify attendance and performance on a weekly or bi-weekly basis.

The case managers are required to document the name, title and telephone number of the person who provides hours of participation and performance if other attempts to get other documents have not worked.

The training instructor or other responsible staff of the institution must provide supervision daily.

The goal of such training is to place the client in a job for which s/he has been trained. The participant in job skills training must meet the standards established by the training provider.

The contractor or the job skills training provider provides verification of actual hours of participation on Form 516, Record of Attendance and Job Performance Report, which is submitted to the case manager monthly.

The training instructor or other institution staff must provide supervision daily.

When the sponsor terminates a Job Skills Training placement, the sponsor will inform the case manager within three business days of termination. If DFCS must terminate the placement, the case manager must notify the sponsor in writing, providing as much advance notice as possible.

Under the Deficit Reduction Act of 2005, this activity is classified as a non-core (secondary activity).

A work eligible individual who is 20 years of age or older without a high school diploma or its equivalent and who participates in education directly related to employment activity can receive credit for classroom hours if s/he is also participating in countable core (primary) activities for an average of at least 20 hours per week during the month.

Case managers should use every opportunity to schedule 30 or more hours of work-related activities. In so doing, the case manager would assist the client in his/her progression towards sustained employment.

A single custodial parent head of household who is less than 20 years of age or a pregnant teen head of household without a high school diploma or its equivalent and who participates in education directly related to employment activity, will be considered as met if s/he participates for an average of at least 20 hours per week during the month.

Although participation in other work activities is not required for a single custodial parent head of household under 20 years of age or a pregnant teen head of household, and there is no penalty if the recipient does not participate in other work activities, the case manager may encourage the client to participate in other activities if doing so has no adverse effect on the recipient’s schoolwork.

During breaks in the school year, there are no other work requirements for the single custodial parent head of household under 20 years of age or the pregnant teen head of household if the client intends to return to school when the new school year is scheduled to begin.

The number of hours credited to the client while school is in session continues to be credited during breaks, holidays and vacations.

The aforementioned client may choose to work during breaks in the school year or even during the school year but cannot be required to do so.

Refer to Distance Learning and Homework Time, for consideration of work participation hours not spent in class.

Form 517, the Record of School Attendance and Performance Report, or Form 516, the Record of Attendance and Performance Form may be used to verify attendance and performance and submitted to the case manager monthly.

Daily supervision must be provided by the site instructors.

Under the Deficit Reduction Act of 2005, this activity is classified as a non-core (secondary activity).

A pregnant woman or single custodial parent who is 20 years of age or older and has no high school diploma or its equivalent, and who attends secondary school or equivalency classes can receive credit for classroom hours if s/he is also participating in countable core (primary) activities for an average of at least 20 hours per week during the month.

Case managers should use every opportunity to schedule 30 or more hours of work-related activities. In so doing, the case manager would assist the client in his/her progression towards sustained employment.

A single custodial parent head of household who is less than 20 years old or a pregnant teen head of household, and has no high school diploma or its equivalent, and who attends secondary education or GED classes is considered as met if he or she maintains satisfactory attendance at a secondary school or the equivalent during the month.

Although participation in other work activities is not required, and there is no penalty if the recipient does not participate in other work activities, the case manager may encourage the recipient to participate in other activities if doing so has no adverse effect on the recipient’s schoolwork.

During breaks in the school year, there are no other work requirements for the single custodial parent head of household under 20 years of age or a pregnant teen head of household if the client intends to return to school or GED class when the new school year or next GED session is scheduled to begin.

The number of hours credited to the client while school is in session continues to be credited during breaks, holidays, and vacations.

The client must meet the attendance requirements established by the school. Meeting these requirements is a part of the client’s TFSP–Work Plan.

If attending high school, the participant must obtain passing grades in order to remain in this activity. The school determines the standard for a passing grade. If attending GED classes, the participant must progress at least one grade per quarter in order to remain in this activity. This requirement may differ from requirements established by the school.

Refer to Distance Learning and Homework Time for consideration of work participation hours not spent in class.

All support services can be provided as needed, though transportation can be provided only if it has been verified that needed transportation is not available through the school.

Form 517, the Record of School Attendance and Performance Report, or Form 516, the Record of Attendance and Performance Form may be used to verify attendance and performance and submitted to the case manager monthly.

The training instructor or other designated staff must provide supervision daily.

Assignment to this activity must only be made for a client whose ability to participate in countable work activities may be hampered by the client’s lack of English proficiency. ESL is considered an “Other” non-countable activity.

Form 516, Record of Attendance and Performance Form or Form 517, Record of School Attendance and Performance Record may be used to verify attendance and performance and submitted to the case manager monthly.

The training instructor or other designated staff must provide supervision daily.

Assignment to this activity must only be made for a client whose ability to participate in countable work activities may be hampered by the client’s dependence on or addiction to drugs or alcohol.

A client who is assigned to Addictive Disorders counseling or treatment instead of to a work activity must participate for the number of hours specified by the provider and adhere to all standards established by the provider for persons receiving counseling or treatment.

Support services, including transportation, childcare and payment for incidental expenses can be provided to the participant as long as participation in counseling or treatment continues.

The provider must report termination of the participant from the program within three business days of termination.

The case manager must have the client sign a release of information prior to making a referral to the training provider. The original is sent to the provider, with copies being retained by the client and by the case manager. The case manager is responsible for ensuring that the client understands what signing a release means, and the release’s implications.

Verification of hours of participation is required. The provider determines satisfactory progress on the part of the participant. Satisfactory or unsatisfactory progress is to be reported via Form 516, Record of Attendance and Performance Report, which is due to the case manager on a monthly basis following the month of participation.

The treatment site vendor or other designated staff must provide supervision daily.

A client who is assigned to life skills training instead of to a work activity must participate for the number of hours specified by the training provider and adhere to all standards established by the provider for a trainee.

Support services, including transportation, childcare and payment for incidental expenses can be provided to the participant if training continues.

Verification of hours of participation is required. The provider determines satisfactory progress on the part of the participant. Satisfactory or unsatisfactory progress is to be reported via Form 516, Record of Attendance and Performance Report which is due to the case manager on a monthly basis following the month of participation.

The training provider or other institution staff must provide supervision daily.

When the provider terminates a Life Skills Training placement, the sponsor will inform the case manager within three business days of termination.

If DFCS must terminate the placement, the case manager must notify the provider in writing, providing as much advance notice as possible.

A client who is assigned to parenting skills training instead of to a work activity must participate for the number of hours specified by the training provider and adhere to all standards established by the provider.

Verification of hours of participation is required. The provider determines satisfactory progress on the part of the participant. Satisfactory or unsatisfactory progress is to be reported on Form 516 - the Record of Attendance and Performance Report, which is due to the case manager monthly following the month that follows the month of participation.

The provider must report termination of the participant from the program within three business days of termination.

Support services, including transportation, childcare and payment for incidental expenses can be provided to the participant as long as training continues.

The training provider or other institution staff must provide supervision daily.