M E M O R A N D U M

TO: EES Program Administrators

FROM: Sandra Kimmons

DATE: 5/18/21

SUBJECT: Implementation Instructions - KEESM Revision #103

This memo provides implementation instructions and information for the following July 1, 2021, policy changes in the Kansas Economic and Employment Services Manual (KEESM).

TANF & Employment Services

Potential Employment Disqualifications- See Summary of Changes II, A, 1, KEESM 3540

1. Who is responsible for determining a Potential Employment Disqualification?
   
   
   1. All Potential Employment Disqualifications for Applicants will be determined by eligibility. There is no change in how eligibility will determine if a client should receive a Potential Employment Disqualification.
      
      
   2. All Potential Employment Disqualifications for Food Assistance only recipients will be determined by eligibility. This includes all clients with an FRE Status or a UP Status on the TANF block because they are not TANF recipients. There is no change in how eligibility will determine if a client should receive a Potential Employment Disqualification.
      
      
   3. All Potential Employment Disqualifications for TANF recipients will be determined by employment services. The 30 hours per week requirement has been removed.
      
      
2. Applicants-no change
   
   
3. Food Assistance only recipients-no change
   
   
4. TANF recipients:
   
   
   1. A Potential Employment Disqualification should not be applied:
      
      
      1. when good cause has been provided.
         
         
      2. when a person who has failed potential employment requirements becomes exempt.
         
         
      3. when a person who has failed potential employment requirements has resumed employment prior to the establishment of ineligibility and the income from the new employment is equivalent to the previous employment.
         
         
   2. A Potential Employment Disqualification should be when the local DCF office has evidence that a recipient without good cause: (1) refused a job referral; (2) refused a job offer; (3) quit a job; (4) was terminated from a job because the person voluntarily rendered him/herself unacceptable; or (5) voluntarily reduces hours of employment.

   Examples:

   1. refused a job referral-
      
      
      1. A disqualification would not be applied if a Client refuses to apply for a job they are not qualified to do or if they can show other good cause for refusing to apply.
         
         
      2. A disqualification could be applied if a Client is working with a placement provider and the provider informs client of a potential job opening but the client refuses to apply.
         
         
   2. refused a job offer-
      
      
      1. A disqualification would not be applied if a Client refuses a job offer if the job pays less than minimum wage or they can show other good cause for refusing the job.
         
         
      2. A disqualification could be applied if Client is working with a placement provider. The provider assists client in applying for employment with a local factory. The factory offers the client a job but client refuses the job.
         
         
   3. quit a job;
      
      
      1. A disqualification would not be applied if a Client quit a job because they lost their transportation to work and no other transportation was available or they can show other good cause for refusing the job.
         
      2. A disqualification could be applied if Client walks off the job.
         
         
   4. was terminated from a job because the person voluntarily rendered him/herself unacceptable;
      
      
      1. A disqualification would not be applied if a Client was fired for missing too much work due to being sick or they can show other good cause for refusing the job.
         
         
      2. A disqualification could be applied if Client consistently shows up late or not at all for work.
         
         
   5. voluntarily reduces hours of employment.
      
      
      1. A disqualification would not be applied if a Client voluntarily reduces hours because they change shifts due to child care issues or they can show other good cause for refusing the job.
         
         
      2. A disqualification could be applied if Client asks for less hours at work so he can coach his son’s little league team.