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West Virginia Income Maintenance Manual Chapter 14

West Virginia Income Maintenance Manual Page 14 Chapter 14 Work Requirements

• Acceptance of a bona fide offer of employment of more than 30 hours per week which, through no fault of the individual, either does not materialize or results in employment of less than 30 hours per week. • Leaving a job in connection with patterns of employment in which workers frequently move from one employer to another, such as construction work or migrant farm labor. There may be times when a SNAP AG applies for benefits between jobs, particularly in cases where work may not be available at the new job site. Even though employment at the new site has not actually begun, the quitting of the previous employment is considered to have been with good cause when it is part of the pattern of that type of employment. • Resignations by persons under the age of 60, which are recognized by the employer as retirement. • Leaving employment due to circumstances beyond the client’s control, such as, but not limited to: illness, illness of another AG member requiring the presence of the client, a household emergency, the unavailability of transportation, or lack of adequate child care for a child who is at least age 6, but not yet age 12. • The employment does not meet the suitability requirements. Employment is considered unsuitable if any of the following conditions exist: o The wage offered is less than the highest of: ▪ The applicable federal minimum wage; ▪ The applicable State minimum wage; or ▪ Eighty percent (80%) of the federal minimum wage, if neither the federal nor the State minimum wage is applicable. o The employment in question is on a piece-rate basis and the average hourly yield the employee can reasonably expect is less than the applicable hourly wages specified above. o The individual, as a condition of employment, is required to join, resign from or refrain from joining any legitimate labor organization. o The work is at a site subject to a work stoppage as a result of a strike or lockout at the time of the offer, unless the strike has been enjoined under section 208 of the Labor-Management Relations Act (Taft-Hartley Act) or section 10 of the Railway Labor Act. • In addition, employment is considered suitable unless the AG member can demonstrate, or the Worker otherwise becomes aware that: o The degree of risk to health and safety is unreasonable;