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1083 Chapter 7:Worker guides • Section 2: SNAP worker guides (07/2026) Factors to consider when a person moves into or out of the household: • Moved in. Is the person required to be included in the filing group due to relationship? Do they purchase and prepare meals separately? Will they be paying a portion of the rent and utility costs? If must be in the same filing group, does the person have countable income or resources? If not categorically eligible, will the person’s income or resources put the case over the countable income/resource limits?
An application is not needed to add a new person to a SNAP filing group, so it is imperative that all pertinent information is collected before benefits are issued (date of birth, SSN, income verification, etc.).
If adding a person with their income results in fewer benefits, remember to send a timely continuing benefit decision notice before the effective date. • Effective date. The effective date for the change depends on the result of the action. Will the result be to increase benefits, or to reduce or close benefits?
Increase. A person should be added to the case or removed from the case the first of the next month when it will increase benefits.
Reduce or close. If the change will decrease benefits, the person should be added or removed from the case no later than the first of the month following the date the timely continuing benefit notice period ended. Factors to consider when a person reports a change in employment: • Job ended. What was the last day of work? When will the final paycheck be received? Why did the job end? If a job quit, and the person is now subject to the general work rules, was there good cause for the job quit? If no, they may be subject to a disqualification. • New job. When did the job start? Where is the individual working? What type of work? When will the first paycheck be received? When are the pay periods? How often paid? What are the pay dates? What is the rate of pay? Will they get paid a shift differential? What is the expected number of work hours each week? If employed as a waitress or bartender, what do they expect for tips? • Increase or decrease in work hours. When does this change in work hours begin? When will they receive the first paycheck that is impacted by this change in work hours? What is the reason for a decrease in work hours? If the individual asked for fewer work hours and was working the equivalent of 30 hours a week at federal minimum wage, and is now subject to the general work rules, was there good cause? • Change in rate of pay. When does this change in rate of pay begin? When will they receive the first paycheck that is impacted by this change in rate of pay. • Is the change in income verified upon receipt or required to be reported based on the reporting requirements? The income may or may not need to be verified or acted upon. Refer to the reporting requirements for the individual and determine whether verification is necessary or simply narration. • Effective date for change reporting or semi-annual reporting or transitional benefit cases: The effective date for the change depends on the result of the action. Will the result be to increase, reduce or close benefits?
Increase. If the employment related change will increase benefits, act on the change effective the first of the next month.
Reduce or close. If the change will reduce benefits, code the new income amount in ONE. If the change has acceptable verification, ONE will decrease the benefit amount, but only after timely notice is sent by