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adjust the monthly issuance cycle, a benefit adjustment should be made such that the benefits received in the month equal the total amount for which the group is eligible. If the change is not reported timely, the Department must adjust benefits effective the first issuance after the reported change. If the disqualified person joins another group or otherwise reapplies prior to the end of the sanction period, the disqualification will 'follow' the individual, unless s/he has found comparable employment or now meets an exemption criterion. Example 1 On June 26, the SSR learns that Mr. Garcia, a FS recipient, voluntarily quit a job without good cause in May. Mr. Garcia and his son are included in the FS unit. The SSR sends a notice of adverse action on June 29 indicating that Mr. Garcia will be removed from the unit effective August 1 (the sanction cannot be imposed in July because of the 15-day timeliness requirement for notices of adverse action). Mr. Garcia is disqualified and does not receive August benefits, though his son remains eligible for FS benefits. In September, Mr. Garcia informs the SSR that he has found a job with similar hours and wages. His disqualification is lifted effective for the October issuance. The SSR must send a notice to Mr. Garcia informing him that his sanction will be lifted effective October 1. Example 2 Ms. Hopkins is currently disqualified from TANF because she voluntarily quit a job without good cause. The disqualification period is from September to November. In October, Ms. Hopkins falls ill and meets the exemption criteria based on illness and/or incapacity. Ms. Hopkins’ voluntary quit sanction should be lifted effective November 1. If the SSR does not have time to affect the November issuance, the SSR should issue a supplemental benefit for November.

Voluntarily Reducing Work Effort 1.9.1 BOTH An applicant/recipient is considered to have voluntarily reduced his/her work effort if s/he reduces the number of hours s/he works and, after the reduction, the individual is working less than 30 hours per week.

Good Cause 1.9.2

TANF Good cause reasons for voluntarily quitting a job or reducing hours include circumstances beyond the individual's control such as, but not limited to, the following: • illness of the individual, • illness of another household member requiring the presence of the individual, • a household emergency (including domestic violence), • unavailability of transportation, • lack of adequate or affordable child care for children who are under six, • discrimination by an employer in violation of District or federal law, • work demands or conditions that render such continued employment unreasonable, such as working without being paid on schedule, • resignations by persons age 60 years or more which are recognized by the employer as retirement, and • job no longer meets the definition of 'suitable' (see Section 1.9.4: Suitable Employment in this Chapter).