Co-pay Reductions for Child Care Worker

For the purposes of determining CCAP co-pay amount for parents or guardians determined eligible for CCAP, a child care worker is any employee at a licensed child care center, licensed child care home, licensed group child care home, license-exempt child care center, or license-exempt child care home who spends 75% or more of their regular daily scope of work in service of early childhood education and care, including, but not limited to: Directors and Assistant Directors; Regular teaching staff, including teachers, teacher aides, and assistants; Floating or substitute teachers; Family engagement and support staff; Office staff; Support staff, including custodial, kitchen, transportation, and other staff.

Employment in child care can be confirmed based on the employer information on the CCAP application, Redetermination or Change of Information forms.

Employers listed on pay/employment verification documentation that are known to be child care providers by CCAP eligibility staff need no further verification.

If unsure whether the employer is one of the child care provider types listed in VI.A, CCAP staff are to contact the employer to verify.

CCAP staff are to contact the employer with questions about the amount of time the parent/guardian is assigned to child care duties. For example: The CCAP Application list the client's job title as "custodian." The employer is a child care facility located in a business that provides services in addition to child care. The employer should be contacted to confirm the client spends at least 75% of their regular daily scope of work in service of early childhood education and care. If confirmed, a $1.00 copayment should be assessed. If not confirmed, the copayment will be based on family's size and income according to the IDEC CCAP Parent Co-Payment Rates webpage . The Gateways to Opportunities Registry can also be used to verify that a parent/guardian is employed by a child care provider.