1. SEPTEMBER 26, 2012
1 AGENDA
I. VETS QUESTIONS
II. DISLOCATED WORKER PROGRAM
QUESTIONS
III. BREAK
IV. RESOURCES & TOOLKITS
V. WRAP-UP
2. CONTEXT: Services for Veterans
2
Veterans
Reemployment
Assistance Program
(VRAP)
VOW/Hero to Hired
Tax Credit Program
VETS
Veterans preference
Helmets to Hardhats
Joining Forces
3. VETS and VRAP Questions
3
What are your VRAP questions?
Participants cannot receive training $ (or other
dollars) from WIA while in VRAP – is this correct?
We think the process is a reimbursement of
student loans by VRAP. If this is the case, that
enrolling participants in WIA may compromise
their ability to continue receiving VRAP dollars.
How do we handle this?
How do we manage the priority of service for
veterans in WIA in combination with VRAP, which
does not allow co-enrollment?
4. VETS and VRAP Questions
4
What are your VRAP questions?
What programs can VRAP work with? Pell?
VA/DVR (only these?) Are there exemptions
for UI?
Why are some vets getting eligibility letters
but then are not receiving funding?
Will program continue into 2013? (so we can
plan WIA programs)
What’s the link to the GI Bill (operationally
and in terms of policy guidance/TA)
5. VETS and VRAP Questions
5
What are your VRAP questions?
Erin’s contact in AK is Judy G?? – the
education liaison rep for Alaska
Can an person choose between WIA and
VRAP programs? Is there a penalty for using
WIA (in combination with other non-VRAP
programs)
Is there a funding limit for the VRAP program?
Is there a point in time when WIA could step
in?
6. VETS and VRAP Questions
6
What are your VRAP questions?
We think that the monthly stipend stops
when training ends? Do the stipends continue
during breaks?
Is there risk of pull-back of VRAP dollars if we
do enroll people in WIA (this is in part a
timing question)?
Can we have a clear explanation of what a
“partner program” relationship looks like
between VRAP and WIA?
7. VETS and VRAP Questions
7
What are your VRAP questions?
Can people reapply the next year if the
program continues (in 2013)?
Is the money tax-exempt?
We know they can’t be employed at
application, can they get a job once they start
the program?
On Q1, support funds and/or other state
programs funds is also an implied part of
question
8. VETS and VRAP Questions
8
What are your VRAP questions?
Are there waiver possibilities? What does that
process look like?
Is there a way for WIA to find out whether
people are enrolled in VRAP (and vice-versa)?
How do we avoid inadvertent nondisclosure?
What about students looking at short-term
training? (2 months) Typically, these programs
are costly, but students would receive only a
small stipend.
9. VETS and VRAP Questions
9
What are your VRAP questions?
No problem with target industries. Let’s keep
them broad please. (And can the list be added
to? AK has quite a unique economy…)
Limited training providers in the state. How do
we increase opportunities?
AK does not have typical community colleges –
lots of campuses here are UA, and all their
satellite campuses fall under 4-year designation,
which virtually closes them off from training
programs. How will this work in VRAP?
10. VETS and VRAP Questions
10
What are your VRAP questions?
Can we get a list of approved schools and
programs? How do we get this? (AK needs point of
contact on this)
Can we figure out better ways to leverage GI Bill
and VRAP (and other training programs for VETS)?
Why so many separate structures?
There is no state-approving agent in AK, so what’s
AK’s channel for getting responses? There is a
person in Dept. of Military Affairs – Mercedes
Angerman, but no longer part of her job.
11. Dislocated Worker Program Questions
11
Documenting Termination
Documenting Military and Military Spouses
Documenting Displaced Homemakers
Documenting Self-Employed DWs
Determining Point of Intervention when
Dealing with Pending Lay-offs
DW Moving to AK
12. DW: Military
12
Be discharged under conditions other than
dishonorable, whether voluntarily or
involuntarily;
Be non-retirees; and
Satisfy other WIA criteria for dislocated
worker eligibility, including the requirement
that the individual is unlikely to return to his
or her previous industry or occupation.
13. DW: Military Spouses
13
A military spouse must:
Leave a job to follow his or her spouse who is a
military service member, or
Be unable to continue employment because of his
or her spouse’s change of military station, or lose
employment as a result of his or her spouse’s
discharge from the military; and
Satisfy other WIA criteria for dislocated worker
eligibility, including the requirement that the
spouse is unlikely to return* to his or her previous
industry or occupations.
14. DW: Self Employed
14
The job seeker must have been self-employed
(including employment as a farmer, rancher, or
fisherman), and currently be unemployed as a
result of:
General economic conditions in the community in
which the job seeker lives; or
A natural disaster.
15. DW: Self Employed
15
Economic conditions that result in the dislocation of a self-
employed individual may include but are not limited to:
Failure of one or more businesses for which the self-employed
individual supplied a substantial portion of products or services;
Failure of one or more businesses from which the self-employed
individual obtained a substantial portion of products or services;
Substantial layoffs from, or permanent closure of one or more plants
or facilities that support a significant portion of the state or
workforce area economy;
Depressed prices or markets for the article(s) or service(s) produced
or provided by the self-employed individual; or
Generally high levels (above 4.5 percent) of unemployment in the
workforce area.
16. 16 5 (OKAY, 6) RESOURCE SLIDES
Resources to help you address key issues raised
during our previous session.
22. SOCIAL MEDIA & WFD
22
Workforce3one
Veronica Reyes in
LinkedIn
Aerospace Group,
Groups
SPR Social Media
Guide
Heldrich Primer
23. 23 A Word About PII
PII = Personally Identifiable Information
24. PII = PERSONALLY IDENTIFIABLE INFORMATION
24
TEGL 39-11 offers latest guidance
Definition
Data handling requirements
Effective data security practices
References to statute listed on website
25. WHERE ARE WE?
25 Hopes
Better understanding of DWP
Eligibility ++++
Program & practice +++
Better strategies for outreach/engagement of
people/businesses (including tech) ++++
Better understanding of VETS/VRAP +++
New ideas for services, providing value to
customers +++
26. WHERE ARE WE?
26 Hopes (cont.)
Help from/communication with
peers/colleagues +++
Ideas for tapping into new resources +++
Ideas for improving performance ++
Ideas for meeting the needs of specific
customers ++
28. Contact
Kristin Wolff
Social Policy Research Associates
(503) 888-1022
kwolff@thinkers-and-doers.com
Vinz Koller
Social Policy Research Associates
(831) 277-4726
vinz_koller@spra.com
Notes de l'éditeur
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins
Kristin:Lots of resources for vets, including those outside of Labor and Defense, like Joining Forces.What’s interesting about it is that it’s a bit of a platform for broader community engagement.It contains all kinds of ways for citizens and communities to get involved and also what could be used as brand collateral if you wanted to say, organize a group of 50 employers in the state to pledge themselves as vet-frinedly workplaces.
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins1. What's termination? (what does it mean and how do we document it?)2. Military spouses - what's "unlikely to return to work" and how to we document?3. When there is a pending layoff, at what point should intervention occur? (there's no real layoff date if we are averting it)4. How do we document/treat dislocated workers form other states? (documenting layoff, what if enrolled in services previously else where?)5. "Grey layoffs" - there was a pending layoff, but it didn't happen, and we already enrolled.6. Same sex partners - how to treat when AK doesn't recognize marriages from other states?7. What about dislocated workers reemployed at a low wage - how long can we keep them on?8. How far back does dislocation event count?9. How do we document displaced homemakers?10. How do we handle self-employed (business goes under, so they are then dislocated?)
Spouses Unlikely to Return to a Previous Industry or Occupation-In the majority of cases, the circumstances in which spouses of active military service members are required to leave a job or occupation because of the military member’s transfer do not position the spouse to return immediately to his or her previous occupation or industry-particularly at the same pay level-for the following reasons:Spouses are generally not resuming employment with the same employer;Even if a spouse resumes employment with the same employer, the employment is in a new location, and occupations will generally not be structurally or organizationally the same as in the prior location;When military spouses do obtain jobs in their new locations, as new employees they will often start at lower levels of seniority than that attained in prior locations; andThere is frequently a gap in employment as spouses make the move and search for new employment, which can lessen their likelihood of returning to the same level of occupations or type of job.Separating military personnel and military spouses who do not meet dislocated worker eligibility requirements may instead be eligible for WIA adult services.
Spouses Unlikely to Return to a Previous Industry or Occupation-In the majority of cases, the circumstances in which spouses of active military service members are required to leave a job or occupation because of the military member’s transfer do not position the spouse to return immediately to his or her previous occupation or industry-particularly at the same pay level-for the following reasons:Spouses are generally not resuming employment with the same employer;Even if a spouse resumes employment with the same employer, the employment is in a new location, and occupations will generally not be structurally or organizationally the same as in the prior location;When military spouses do obtain jobs in their new locations, as new employees they will often start at lower levels of seniority than that attained in prior locations; andThere is frequently a gap in employment as spouses make the move and search for new employment, which can lessen their likelihood of returning to the same level of occupations or type of job.Separating military personnel and military spouses who do not meet dislocated worker eligibility requirements may instead be eligible for WIA adult services.
Spouses Unlikely to Return to a Previous Industry or Occupation-In the majority of cases, the circumstances in which spouses of active military service members are required to leave a job or occupation because of the military member’s transfer do not position the spouse to return immediately to his or her previous occupation or industry-particularly at the same pay level-for the following reasons:Spouses are generally not resuming employment with the same employer;Even if a spouse resumes employment with the same employer, the employment is in a new location, and occupations will generally not be structurally or organizationally the same as in the prior location;When military spouses do obtain jobs in their new locations, as new employees they will often start at lower levels of seniority than that attained in prior locations; andThere is frequently a gap in employment as spouses make the move and search for new employment, which can lessen their likelihood of returning to the same level of occupations or type of job.Separating military personnel and military spouses who do not meet dislocated worker eligibility requirements may instead be eligible for WIA adult services.
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins
Agenda Review & Expectations (Vinz - take your time, warm people up) 15mins