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COMBINED MANUAL

ISSUE DATE 01/2015

MFIP EMPLOYED EXTENSION CATEGORY

0011.33.03

reasonable expectation that the participants will work an average of 55 hours per week (or 45 hours of work plus 10 hours of another work activity) in the upcoming month. DHS recommends that the decision be based on the participant’s current employment situation and/or employment offer.

In some instances 2-parent units failing to comply with Employment Services requirements, and thus facing a disqualification from MFIP, may have the option to remove the non-compliant caregiver from the grant and continue MFIP for the remainder of the unit. See 0011.33.02 (MFIP Hardship Extensions Removing 1 Parent) for more information.

NOTE: In 2-parent families where only 1 parent is post-60 month status and the 2nd parent is pre-60 month status, follow the single parent minimum hourly requirements for each parent.

LOSS OF EMPLOYMENT

If the loss of employment is involuntary (for example, layoffs including seasonal work) the participant is not subject to the hourly employment requirement for 1 month (30 days), but must meet all remaining requirements in the participant’s Employment Plan. In cases where participants claim an involuntary loss of employment that is not documented, have them sign a statement that they are unemployed through no fault of their own. Counties and ES providers have flexibility to do as much verification as they deem necessary. Falsifying the statement will result in a sanction.

Begin the post-60 month sanction process when:

● The loss of employment is voluntary.

OR ● The loss of employment is involuntary and after 30 days from the last date of employment the participant fails to meet the hourly requirement.

The 1-month exemption provision is available to a 1-parent assistance unit twice (separate incidents) in a 12-month period. The 1-month exemption provision is available to a 2-parent assistance unit twice per parent in a 12-month period.

If a participant has been in sanction for 3 or more of the 12 months immediately preceding the 61st month and is able to document that the sanction was incorrectly applied or that he/she had good cause for the non-compliance, consider the participant in compliance for the purpose of establishing eligibility for an employed hardship extension. Considering the participant in compliance under this item IS an adjustment of a previous sanction period. However, DO NOT recalculate benefits or issue supplements unless the participant submitted a timely appeal.

If a participant is complying with a child protection plan, the number of hours required under that plan counts toward the number of hours of employment required in the employed extension category. For purposes of the employed extension category, employment means:

● Subsidized private sector or public sector employment, including Grant Diversion.

● Unsubsidized employment.

● On-the-job training.

● Apprenticeship.

● Work study.

OR ● A combination of any of the bulleted items above.

OR ● Providing child care services to another participant who is working in a community service program, if it is in combination with paid employment.