Source: https://dwd.wi.gov/wioa/policy/08/08.2.2.htm
Timestamp: 2020-07-04 12:00:48
Document Index: 325236265

Matched Legal Cases: ['§ 683', '§ 680', 'art5', '§ 108', '§ 680', '§ 680', '§ 682', '§ 680', '§ 680', '§ 617', '§ 680', '§ 680', '§ 682', '§ 108', '§ 108']

Anyone interested in being considered for the WIOA Title I Dislocated Worker Program must be allowed to apply.1 All applicants must receive an eligibility determination.2 While WIOA is not an entitlement program,3 this only means that funding for WIOA programs is not unlimited. Local WDBs must offer services to all eligible applicants when funding is available.
Individuals are eligible for the WIOA Title I Dislocated Worker Program if they:
are eligible to work in the United States; 4
are registered with Selective Service (if applicable);5
Note: Participants who lose their authorization to work in the United States become ineligible for the WIOA Title I Dislocated Worker Program as of the date the authorization was lost.6
States and local WDBs may not add eligibility criteria, including, but not limited to, criteria related to income or county or state of residence.7
Any costs associated with providing WIOA Title I services to ineligible individuals may be disallowed.8
Dislocated worker status is fixed at the time of eligibility determination; therefore, individuals remain eligible for the WIOA Title I Dislocated Worker Program even if there are changes in the circumstances that were used as the basis to originally establish the status (e.g., the anticipated layoff or termination does not take place).
Category 1 – Individual or Small Group Layoff 9
has been terminated or laid off or has received a notice of termination or layoff, because of a layoff of 24 or fewer workers from a physical employment site or from a virtual business;10
is eligible for or has exhausted unemployment payments stemming from the termination or layoff used for program eligibility (see Note, below);
has been employed long enough to demonstrate attachment to the workforce, but is not eligible for unemployment payments because earnings were not sufficient to qualify or the job the individual was laid off from was not covered under state unemployment compensation law.
Note: An individual who has received notice of termination or layoff meets the requirement in (c) to be eligible for unemployment payments if s/he has filed an initial claim application and been approved.11 In Wisconsin, workers cannot lose their right to collect unemployment payments,12 via a severance agreement or any other method.
Category 2 – Permanent Closure or Mass Layoff 13
has been terminated or laid off, or has received a notice of termination or layoff, because of a permanent closure of any size or a mass layoff from a physical employment site or from a virtual business; 14
works at a physical employment site or for a virtual business where the employer has made a general announcement that the employment site will permanently close or the virtual business will end all operations within 180 days;
works at a physical employment site or for a virtual business where the employer has made a general announcement that the employment site will permanently close or the virtual business will end all operations, either in more than 180 days or with no date given. In this case, the individual may receive only basic career services until s/he receives a specific date of termination from the employer or until the closure is scheduled to occur within 180 days.
Note: If an individual has received written notice from the employer of an anticipated layoff date, even if that date is more than 180 days in the future or is subject to change, s/he is eligible for the full range of WIOA services (i.e., basic and individualized career services, training services, and supportive services). A layoff notice filed with DWD-DET is an acceptable notice of termination as required in (a), if an anticipated layoff date (or dates) is provided.
Category 3 – Separating or Separated Members of the U.S. Armed Forces 15
The individual is separating or has separated from the U.S. Armed Forces with a discharge that is anything other than dishonorable AND has received a DD-214 or other documentation (e.g., separation orders) showing separation or imminent separation.
Note: It is appropriate to provide services to imminently separating service members, if their discharge is expected to be anything other than dishonorable. Separating service members are required to participate in the Transition Assistance Program (TAP) to ensure they are prepared for civilian employment. During the TAP program, separating service members and their spouses are encouraged to contact job centers. 16
Category 4 – Self-employed 17
Category 5 – Displaced Homemaker 18
has been dependent on the income of another family member but is no longer supported by that income (e.g., because the other family member was laid off, or because of death or divorce)
Category 6 – Military Spouse 19
4 WIOA Sec. 188(a)(5); TEGL 02-14, p. 2
5 WIOA Sec. 189(h); 50 USC App. 453
6 WIOA Sec. 188(a)(5); 20 CFR § 683.285(a)(5); TEGL 02-14, p. 2. Career planners must keep expiration dates of work authorization documents in mind when scheduling services. If a participant's authorization to work in the U.S. will expire before the planned close date for a service, the participant should renew his or her work authorization before beginning the service. If that is not possible, services must be scheduled so that they can be completed before the work authorization expires.
7 81 FR 56220; Email from DOL to DWD-DET, 4/25/2017
8 TEGL 11-11, Change 2, p. 4
9 WIOA Sec. 3(15)(A); 20 CFR § 680.130
10 See footnote 15.
11 Eligibility for unemployment payments is complex and only the Unemployment Insurance (UI) Program can determine if someone can receive payments. Dislocated workers may file initial claims even if they are receiving severance pay or believe they are not eligible for unemployment payments. Dislocated workers should keep in mind that the timing of the initial UI claim will determine their base period and could affect the total benefit amount they can receive. The date of the initial UI claim will also affect the start and end dates of the benefit year. Dislocated workers should contact UI for help with any questions. https://dwd.wisconsin.gov/uiben/handbook/english/contentspart5.htm#base_period
12 Wisconsin Statute § 108.12 (2017)
13 WIOA Sec. 3(15)(B); 20 CFR § 680.130
14 WIOA Sec. 3(15)(B)(i); 20 CFR § 680.130; 20 CFR § 682.305
15 20 CFR § 680.660
16 WIOA Final Rule Fact Sheet Veterans and Spouses
17 WIOA Sec. 3(15)(C)
18 WIOA Sec. 3(15)(D) and 3(16)
19 WIOA Sec. 3(15)(E)
Active duty means full-time duty in the active military service of the United States. This term includes full-time training duty, annual training duty, and attendance, while in the active military service, at a school designated as a service school by law or by the Secretary of the military department concerned. This term does not include full-time National Guard duty. (10 USC 101(d)(1))
Attachment to the Workforce (20 CFR § 680.660)
DWD-DET considers one day of employment with the employer of dislocation sufficient to demonstrate attachment to the workforce. This is consistent with the Trade Adjustment Assistance Program (TAA). 20 CFR §§ 617.3(c) and 617.3(t)(1)
Service in the U.S. Armed Forces is employment and demonstrates attachment to the workforce. 20 CFR § 680.660
DWD-DET defines "unemployed as a result of general economic conditions" (20 CFR § 680.130(b)(3)) as covering the following:
a household income that was above 250 percent of the Federal Poverty Line, but experiences a decrease in income to 250 percent of the Federal Poverty Line or less
employed, but receiving earnings that are less than 80 percent of earnings from previous employment (TEGL 19-16, p. 12).
Consistent with 20 CFR § 682.305(a), DWD-DET defines a "mass layoff" (aka "substantial layoff") as a layoff event that affects 25 or more workers, when
the employer has specified that the layoff is permanent;
the employer has not given a recall date;
the employer has given a recall date that is more than 12 weeks after the date of the dislocation. DWD-DET has chosen this time frame to be consistent with UI's job search waiver limit of 12 weeks for employees expecting to be recalled by an employer.
Wis. Stat. § 108.04(2)(b)1 (2017).
Wis. Admin. Code § DWD 279.04(2) states that two or more groups of employees affected during a 90-day period may be considered in the aggregate to determine whether the business closing or mass layoff thresholds have been met, unless the loss of employment in different groups are the result of separate and distinct actions and causes.
DWD-DET considers a closure to be "permanent" when
the employer has not indicated when the employment site or virtual business will reopen;
the employer has given a date for reopening that is more than 12 weeks after the date of the dislocation. DWD-DET has chosen this time frame to be consistent with UI's job search waiver limit of 12 weeks for employees expecting to be recalled by an employer. Wis. Stat. § 108.04(2)(b)1 (2017).