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Title 13: Social Service Resources Page 52 Iowa Department of Health and Human Services Employees’ Manual Chapter G: Child Care Assistance Determining Eligiblity Revised June 14, 2024 Need for Service ▪ Any other cessation of employment or attendance in an education or training program that does not exceed three months Continue the family’s eligibility at the same level that existed before the temporary change unless the change results in an increase in the units the family needs, or the family fee would be reduced. When a lapse is reported by the family, a determination must be made on whether or not the lapse is considered temporary. Document the decision that the lapse is temporary in the case file along with the date the lapse began and the expected end date for the lapse. Family eligibility shall be canceled if the lapse is no longer considered temporary because it continues for more than three consecutive months for a parent who has lost or ended employment or an education or training program within an established certification period.

1. Mr. A has two children (household size of three). He is employed 35 hours per week making $10 per hour. On September 7, Mr. A reports that he quit his job on August 15. Mr. A starts a new job at a different employer on September 1, working 40 hours/week at $12 per hour. The family continues to be CCA eligible with no change in units or fee. 2. Mrs. B is attending school full time. The current semester will end on December 16. She is enrolled full time for the next semester which begins on January 12. The family will continue to be eligible with no change in units or fee during the semester break in classes. 3. Mrs. C works 40 hours per week. She reports that she is pregnant and her baby is due on July 20. On August 2, she reports that she has been on maternity leave since July 22 and plans to return to work on September 1. Document the reason and expected time period for the maternity leave in the case file. The family will continue to be eligible with no change in units or fee during the time Mrs. C is on maternity leave. 4. Mrs. D is working 35 hours per week. On August 16 she reports that her hours have been cut as of August 8 and she is now only working 25 hours per week. She is trying to get more hours at her current job, and also looking for another job with more hours. The certification period shall continue and the family will continue to be eligible with no change in units and a reduced fee until her current certification period ends.