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REFUSING OR TERMINATING EMPLOYMENT

ISSUE DATE: 01/2018

A leave of absence is NOT considered refusing or terminating employment. See TE19.143 (Coding STAT/JOBS for a Leave of Absence) for MAXIS coding instructions.


MFIP:

Sanction participants for failure to accept suitable employment or for terminating suitable employment, ONLY if they are enrolled in MFIP Employment Services (MFIP-ES). See 0028.18.03 (Suitable/Unsuitable Work).

When participants extended under the “employed” or “limited work due to illness/disability” category involuntarily lose employment, allow a 1-month exemption from meeting hourly employment requirements. See 0011.33.03 (MFIP Employed Extension Category), 0011.33.03.03 (Limited Work Due to Illness/Disability).

When a job counselor determines that a sanction is appropriate for failure to accept or terminating suitable employment, the job counselor will notify the financial worker using the DWP/MFIP Status Update Form (DHS-3165) (PDF). When you get the Status Update Form, send the participant a Notice of Adverse Action (NOAA). See 0028.30 (Sanctions for Failure to Comply - Cash).


DWP:

Disqualify family units when a participant(s) fails to accept suitable employment or terminates suitable employment without good cause. See 0028.18 (Good Cause for Non-Compliance--MFIP/DWP).


SNAP:

Federal regulations specify that households will be subject to disqualification from receipt of SNAP benefits if the PWE or a non-PWE, without good cause, quit employment or voluntarily reduced work hours of 30 or more hours per week (or employment that weekly paid a wage equal to 30 hours times federal minimum wage) within 60 days of applying for SNAP benefits.

Sanction only the client when a non-PWE fails to participate, cooperate, accept employment, voluntarily quits, or voluntarily reduced work hours of suitable employment within the 60 days before application or while receiving SNAP.

In the case of an applicant PWE who is determined to have quit employment or voluntarily reduced work hours without good cause, the household’s eligibility will be denied and the household will be disqualified from receiving SNAP benefits for 90 days, starting from the date of quit. For a non-PWE applicant, disqualify only the individual for 90 days from the date of quit.

In the case of a participant PWE who is determined to have quit employment or voluntarily reduced work hours without good cause, the household must be disqualified from receiving SNAP benefits for 3 calendar months, starting with the 1st of the month following timely notice. If you are unable to disqualify the unit for 3 months because the quit or determination of the quit occurs in the last month of the certification, cite overpayments for SNAP issued the month following the month the PWE quit. Apply this provision to non-PWE participants but only disqualify the individual.

This provision does not apply if the client meets any of the following:

The PWE is exempt from work registration or SNAP E&T participation, EXCEPT that the exemption for a person working 30 or more hours per week may not be used in this situation.

The PWE quit self-employment.

The PWE quit a job at the employer's demand. A federal, state, or local government employee who is dismissed because of participating in a strike is considered to have quit employment.

The PWE accepted equivalent employment.

For more information, see 0010.08.02 (Mandatory Verifications – SNAP).

A PWE disqualified for quitting a job carries the sanction from 1 assistance unit to another if the person joins another unit as that unit's PWE.

Once started, the disqualification period runs without interruption unless any of the following happen:

The PWE returns to the same job.

The PWE accepts equivalent employment.

A new member joins the unit as the unit PWE.

The PWE becomes exempt from work registration or SNAP E&T participation, for a reason other than receiving unemployment compensation.



MSA, GA, GRH:

No provisions.

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