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• For the first non-cooperation incident, the sanction will remain in effect for three payment months. • For any subsequent non-cooperation incidences, the sanction will remain in effect for six payment months. (f17) 2438.50.00 VOLUNTARY QUIT OR VOLUNTARY REDUCTION OF HOURS

Certain individuals, who have voluntarily quit a job of 30 or more hours per week, have voluntarily reduced their hours to under 30 hours per week, or refused to accept an offer of employment without good cause, may be subject to a penalty. An individual who voluntarily quits a job of 30 or more hours per week,or voluntarily reduces hours of work to under 30 hours per week, without good cause is subject to disqualification from SNAP.

For TANF, an individual who voluntarily reduces their earnings without good cause is considered the same as voluntarily quitting a job. The specific program guidelines and penalties are discussed in the following sections.

For SNAP, Voluntary Quit or Reduction of Hours is treated as a Work Registration requirement. The disqualification periods for Voluntary Quit/Reduction of Hours are outlined in Section 2438.50.25. 2438.50.05 SITUATIONS NOT CONSIDERED VOLUNTARY QUIT (S)

An AG member who quits a suitable job of more than 30 hours per week voluntarily is subject to the Voluntary Quit rules. This includes an AG member who is not going to work, but who has not actually been terminated by the employer, or has been terminated for absenteeism. Quitting a job because of the following situations is not considered a Voluntary Quit if: • The client would have been exempt from Work Registration at the time of the quit for a reason other than the employment. • The quit occurred 60 or more days prior to the application date. • The client was terminated (fired) by the employer for a reason other than non- attendance. • The quit was initiated by the employer. For instance, the individual was told he had a choice to quit or be fired. • The individual is under age 60, but the resignation is considered retirement by the employer. • The client obtained other employment after the Voluntary Quit of at least 30 hours a week, or the equivalent of the federal minimum wage times 30, or the training wage times 30 (if the situation warrants the payment of a training wage) • The client had a change occur which did not need to be reported but caused the individual to lose exemption status. For example, child turned six years old, but individual remains exempt until recertification.

When any of the following criteria apply to the job the AG member quit, the worker does not need to make a Voluntary Quit determination: