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Page | 261 2. It is on a piece-rate basis, and the average hourly yield the employee can reasonably expect to earn is less than the applicable hourly wage specified in 1.) 3. The household member, as a condition of employment or continuing employment, must join, resign from, or not join a legitimate labor organization. 4. The work offered is at a place subject to a strike or lock-out at the time of the offer unless: a) The strike has been enjoined under Section 208 of the Labor-Management Relations Act (29 USC. 178-Taft Hartley Act), or b) An injunction has been issued under Section 10 of the Railway Labor Act (45 USC. 160). 5. The degree of risk to health and safety is unreasonable. 6. The registrant is physically or mentally unfit to do the job, as documented by medical evidence or by other reliable information. 7. The distance from the registrant's home to the job is unreasonable considering the expected wage and the time and cost of commuting. Employment is unsuitable if the daily commuting time exceeds two hours a day, not including taking a child to and from a childcare facility. Employment also is unsuitable if the distance to the job prohibits walking, and public and private transportation are not available to take the registrant to work. 8. The working hours or nature of the employment interferes with the member's religious observations, convictions, or beliefs. For example, a Seventh Day Adventist could refuse to work on Saturday.

There may be some circumstances when households apply for SNAP between jobs, particularly in cases when work may not yet be available at the new location. Even though employment at the new location has not actually begun, DSS considers quitting the job to be for good cause if this is part of the pattern of that type of employment.

13410 VERIFICATION OF GOOD CAUSE

To the extent the information given by the household is questionable; Specialists will request verification of the household's statements. If it is difficult for the household to obtain documentary evidence or suggest the names of reliable collateral contacts in a timely manner, then the Specialist will offer assistance. However, primary responsibility for verifying good cause rests with the household. DSS-EA-324, Wage Verification form, may be utilized by the benefits specialist to verify reason for termination.

13420 VERIFICATION OF GOOD CAUSE FOR NON-PARTICIPATION OF A MANDATORY SNAP E&T PARTICIPANT

If a mandatory participant fails to participate with SNAP E&T requirements, DSS must establish if there is good cause. If there’s no good cause, or the customer cannot be reached, a sanction will be placed with 10-day notice after review from the DSS Program Specialist. If good cause exists, refer the customer to DLR to start/resume participation.

13500 TEMPORARY ASSISTANCE FOR NEEDY FAMILIES (TANF) WORK REGISTRANTS WHO FAIL TO COMPLY WITH WORK REQUIREMENTS TANF and Tribal TANF recipients sanctioned under the TANF WORK Program for failure to comply will have the disqualification carryover into SNAP. The individual is disqualified under the carryover provisions.