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the parent or caretaker from participating in the work activities. The documentation required by AS 47.27.035(c)(2) must be submitted on a form provided, or in a format specified, by the department. (c) The department may require an individual who is subject to the work activities requirement in AS 47.27.035 to drop or modify a personal activity, such as vocational training or post-secondary education, if the department determines that pursuit of the activity interferes with the individual’s participation in an activity assigned in the FSSP developed under AS 47.27.030. The department may impose a penalty under 7 AAC 45.980 upon an individual who refuses to drop or modify the personal activity. (d) The department will consider the availability of subsidized or unsubsidized work before assigning a recipient to job sampling or community service work. (e) The department may provide a work activities participant with opportunities for subsidized work. For a participant engaged in subsidized work, the department may provide the ATAP family’s benefit amount, or a portion of that amount, to the employer as part of the paid wage. Subsidized wages must be paid at the same rate as for other employees doing comparable work; any wages higher than the ATAP benefit must be paid by the employer. Placement of a participant in subsidized work must comply with AS 23.10.050 — 23.10.150 (Alaska Wage and Hour Act). (f) The department will determine the number of job sampling, community service work, and subsidized work hours actually performed by a recipient in a calendar month according to methods established by the department. The department may limit the length of a recipient’s placement at a sponsoring location to a specified period in order not to interfere with the recipient’s availability for unsubsidized work. When assigning a recipient to job sampling, community service work, or subsidized work, the department will assure that the assignment does not cause any of the following:

(1) displacement of any currently employed worker, including partial displacement through a reduction in overtime hours, wages, or benefits;

(2) imposition of fines or penalties against a participant by a labor union;

(3) prevention of filling a vacancy with an employee in layoff status from a similar position;

(4) filling of a vacancy created by a layoff or a reduction in force. (g) An employee at a work location to which an ATAP recipient has been assigned under this section may, within 30 days after the assignment, file an oral or written grievance with the department, if the employee has a claim that the assignment of the ATAP recipient violated the assignment standards set out in (f) of this section. The department will, within 15 days after receiving the grievance, offer the employee filing the grievance an opportunity to be heard in an informal hearing before staff of the department division that is responsible for administering the ATAP program under this chapter. If the staff finds the grievance valid, the department will terminate the recipient’s assignment at that location. If the employee disagrees with the staff