Trade Adjustment Assistance (TAA) Training Program Overview

1
Trade Adjustment Assistance (TAA)
TrainingProgram Overview Recent Changes

• Department of Economic Opportunity

2
PowerPoint Commentary

• This presentation includes information on the
  Trade Act of 2002 as well as the Trade and
  Globalization Adjustment Assistance Act of 2009.
• Information that runs parallel to both programs
  and where there are no changes is in black.
• Where there have been changes under the new
  program, the information is in burgundy.

3
Group Eligibility

• The 2009 Amendment, in addition to production
  workers, now covers workers employed in the
  following
• Workers in firms that supply services
• Workers whose firm has shifted production to any
  foreign country
• Workers in public agencies
• Workers whose firm produces component parts based
  on increased imports of finished products
• Workers in firms that supply testing, packaging,
  maintenances and transportation services to
  companies with TAA-certified workers
• Workers whose firm is identified in an
  International Trade Commission injury
  determination listed in the Act.

4
Petition Filing

• Petitions should be filed simultaneously with
  the United States Department of Labor (USDOL) and
  the State by
• A group of workers at the trade-affected company
  (minimum of three)
• Company Official
• Union Official
• State Workforce Office
• One-Stop Operator/Partner
• Other Authorized Representative
• The Petition format can be found in English and
  in Spanish at the following website
  http//wdr.doleta.gov/directives/attach/tegl/TEGL2
  3-08acc.pdf

5
Petition Filing (contd)

• In response to the filing of a petition
• The USDOL publishes a notice in the Federal
  Register and on its website and begins
  investigation
• The State initiates rapid response activities and
  services

6
Rapid Response Assistance

• Rapid Response is a proactive approach designed
  to respond to layoffs and plant closings by
  quickly coordinating services and providing
  immediate aid to companies and their affected
  workers.

7
Petition Certification

• If the criteria are met, the USDOL issues a
  determination of eligibility (certification)
  within 40 days from the date the petition is
  submitted.

8
Notifying Regional Workforce Boards (RWBs) and
Partners

• Upon receiving a Certified Petition issued by the
  USDOL, the State TAA Coordinator sends
  information to partners Executive Director in
  the administrative area where the primary layoff
  occurred, local TAA Coordinator, Rapid Response
  Coordinator, Department of Education - Workforce
  Education, Department of Economic Opportunity
  (DEO) Reemployment and Emergency Assistance
  Coordination Team (REACT) Unit, etc.

9
Trade-Affected Worker Notification Process

• A list of affected workers is provided to the
  DEO.
• DEO sends a TAA/Trade Readjustment Allowance
  (TRA) Notification packet to affected workers
  which outlines the services and benefits.
• Additionally, the packet includes information
  regarding a TAA Informational Meeting and local
  contact, as described on the next slide.

10
TAA Informational Meeting

• RWBs and partners should schedule a TAA
  Informational Meeting with the affected workers.
  This meeting provides the workers with
  information on the services and benefits they may
  be eligible to receive, local assessment
  procedures, information on training providers and
  approved occupational skills/vocational training
  programs, etc.
• Note The TAA Informational Meeting can be
  customized to meet the needs of the affected
  workers.

11
TAA Services and Benefits for Workers

• Rapid Response Assistance
• Employment and Case Management Services
• Reemployment Services
• Job Search Allowances
• Relocation Allowances
• Training
• Income Support Trade Readjustment Allowances
  (TRA)
• Waivers from Training

12
TAA Services and Benefits for Workers (contd)

• Alternative Trade Adjustment Assistance for older
  workers (ATAA) (Petitions filed prior to May 18,
  2009)
• Reemployment Trade Adjustment Assistance (RTAA)
  (Petitions filed on or after May 18, 2009)
• Health Coverage Tax Credits (HCTC)

13
Comparable Differences

• A petition number allows one to distinguish
  between the trade programs for which a
  trade-affected worker is covered.
• North American Free Trade Agreement (NAFTA)
• NAFTA/TAA
• Trade Act of 2002
• Trade Act of 2009
• For those petitions that were certified under
  the NAFTA, the petition number begins with a
  letter followed by a four digit number - i.e.,
  N6245

14
Comparable Differences (contd)

• For workers covered under a certified NAFTA/TAA
  petition, the numbers range up to 49999.
• For workers covered under the Trade Act of 2002
  petition, the numbers range from 50000 to 69999.
• For workers covered under the 2009 Amendment
  petition, the numbers range from 70000 and up.

15
Guiding Principles

• Rapid ReemploymentIncrease the focus on early
  intervention, upfront assessment, and
  reemployment services for adversely affected
  workers
• Coordination with Workforce Investment Act (WIA)
  and/or Wagner-Peyser (W-P)Use One-Stop Career
  Centers as the main point of intake and delivery
  of benefits and services to participants

16
Guiding Principles (Contd)

• Fiscal IntegrityMaintain fiscal integrity and
  promote performance accountability
• Data Integrity Performance GoalsCommon
  measures, identical to WIA (Dislocated Worker)

17
Enrollment in Training

• Verify separation date from trade-affected
  employer and reason for separation
• Verify Petition number that covers the affected
  worker
• Establish 8 or 16 week deadline for enrollment in
  training for Petitions filed prior to May 18,
  2009 (Petition number 69999 or lower) for TRA
• Establish 26-week deadline for enrollment in
  training for Petitions filed on or after May 18,
  2009 (Petition number 70000 or higher) for TRA
• Verify that the trade-affected worker has filed
  for regular unemployment insurance

18
Enrollment in Training (contd)

• Conduct an initial assessment
• Complete a TAA Bona fide Application (TAA
  Module)
• Conduct a comprehensive assessment
• Provide Employment and Case Management services
• Apply the six program criteria for training
  eligibility
• Mandatory co-enrollment in WIA
• Note Under the 2009 Amendment, the assessment
  process can be provided by staff using TAA case
  management funds.

19
Enrollment in Training (contd)

• Select appropriate training
• Determine the length of time to complete the
  training program
• Identify prerequisites that are required for the
  training program
• Determine the total cost of training to be
  completed (tuition, fees, books, supplies,
  transportation and/or subsistence, etc.)

20
Enrollment in Training (contd)

• Verify the date the individual will begin
  participating in training
• Ensure that the approval date (enrollment in the
  TAA program) is within 30 days of the training
  begin date

21
Six Program Criteria for Training

• There is no suitable employment available to the
  worker
• The worker would benefit from training
• There is a reasonable expectation of employment
  following completion
• Training is reasonably available to the worker
• The worker is qualified to undertake and complete
  the training
• Training is suitable and available at a
  reasonable cost
• Note There is no entitlement to receive
  training. All six (6) program criteria must be
  met before training is approved.

22
Incumbent Worker (Pre-Separation) Training

• Under the 2009 Amendment, an AdverselyAffected
  Incumbent Worker may receive TAA-funded training
  while still employed by the trade-affected firm.
  An Incumbent Worker means a worker who
• Is a member of a group of certified workers
• Has not yet been totally separated from
  trade-affected employment
• Is threatened with total or partial separation

23
Incumbent Worker (Pre-Separation) Training

• The following limitations apply to training for
  incumbent workers
• On-the-job training (OJT) is not allowable for
  incumbent workers
• Customized training may only be approved if the
  training is for a position other than the
  workers position in the adversely affected
  employment, i.e. only if the position is not
  similarly threatened by trade

24
Full-Time/Part-Time Training

• Participant must be in training on a full-time
  basis under the Trade Act of 2002.
• The 2009 Amendment allows for participants to
  enroll in training part-time.
• Note Full-time part-time are defined by the
  training institution.

25
No Enrollment Deadlinefor Training

• There is no time limit affecting approval for
  enrollment in TAA paid training. (Deadlines apply
  to the receipt of TRA payments.)

26
Length of Training

• Participation in an approved training program
  cannot exceed 104 weeks (or 130 weeks if remedial
  education is required).
• For Petitions filed on or after May 18, 2009, the
  maximum length of training increases to 130 weeks
  (156 if remedial and/or prerequisite courses
  required).
• Note The 2009 Amendment allows for training to
  be approved for longer than the 156 week period,
  but only if the participants can establish up
  front that they can find the means to pay for the
  training (e.g., grants, loans or partner
  programs) as TAA will not pay for training beyond
  156 weeks.

27
Prerequisite/Remedial Education

• Approved training can include prerequisite (under
  the 2009 Amendment) and remedial education
  concurrently with and/or followed by occupational
  skills training.
• Remedial/prerequisite education cannot be
  approved as stand-alone training, but should be
  combined with occupational skills training and
  be identified in the Training Plan.
• Note Remedial English for Speakers of Other
  Languages (ESOL) can be approved as a stand-alone
  as long as the affected worker has marketable
  skills.

28
Approval of Training

• Types of Allowable Training
• Occupational Skills
• Remedial Prerequisite Training
• On-the-Job Training
• Customized Training
• Registered Apprenticeships (under the 2009
  Amendment)

29
Approval of Training (contd)

• Training Vendors must be selected from the State
  Eligible Training Provider List (ETPL) or the
  locally approved list.
• Occupational skills training must be identified
  on the state or local targeted occupations list.
• Training may be approved even if it exceeds the
  maximum time allowed under TAA if the participant
  can establish the ability to afford the training
  after the TAA funding runs out.

30
Reasonable Cost

• TAA participants shall not be required to pay any
  portion of their approved training cost through
  personal funding sources during the TAA-funded
  period of training.

31
Reasonable Cost (contd)

• Under the 2009 Amendment, a State/Region may
  determine a maximum reasonable cost for training,
  but only with a mechanism for exceeding that
  maximum when that results in the most reasonable
  and cost effective way of returning the
  trade-affected worker to sustainable employment.
• The State/Region must ensure that any Individual
  Training Account (ITA) caps developed are
  sufficient to cover the total costs of suitable
  training for high growth, demand, and green
  occupations in all localities in which those ITA
  caps apply.

32
Disqualification

• Participants can be disqualified if they cease
  training without justifiable cause refuse to
  accept or continue training or fail to make
  satisfactory progress in approved training.

33
Waiver of Training Requirement

• A Waiver of Training Requirement is issued to
  protect the workers receipt of TRA. It may be
  necessary to issue a Waiver of Training
  Requirement if training has not been approved.
• If the worker has not been approved for training
  prior to the enrolled in training deadline, a
  waiver must be issued.
• There is no need to issue a waiver of training
  requirement if the worker will not qualify for
  TRA.

34
Waiver of Training Requirement (contd)

• An adversely-affected worker may be granted a
  waiver of training requirement for one of the
  following reason(s)
• Enrollment Unavailable
• Training Unavailable
• Recall
• Marketable Skills
• Retirement
• Health

35
Waiver of Training Requirement (contd)

• A waiver can be issued for six months or longer.
  The waiver must be reviewed every 30 days to
  determine if the condition for issuing the waiver
  is still valid.
• The 2009 Amendment allows for the initial waiver
  to be issued for three months, and renewed every
  30 days.
• Note While the amendment allows for waivers to
  be reviewed only after three months, Regional
  Workforce Boards and their partners need to
  continue to review waivers monthly, until new
  guidance is issued.

36
Waiver of Training Requirement (contd)

• The first waiver issued and approved should be
  recorded as an activity in Employ Florida
  Marketplace (EFM) and thereafter should be
  recorded as a waiver entry every 30-day period.
  Should the reason or condition for the waiver
  change, the case manager will need to assign a
  different activity.
• In addition, TAA case managers must send the
  Waiver of TAA Training Requirement (form DEO-566)
  to the Special Payment Unit.

37
Waiver of Training Requirement (contd)

• Issuing waivers for an extended period of time
  can prevent an individual from receiving
  additional TRA benefits when looking at the 210
  day deadline, for Petitions filed prior to May
  18, 2009.
• The 210 day rule does not apply to Petitions
  filed on or after May 18, 2009.

38
Employment Case Management Services

• The 2009 Amendment allows for TAA funds to pay
  for
• Comprehensive Assessment
• Individual Employment Plan (IEP)
• Information on available training and how to
  apply for training
• Information on how to apply for financial aid
• Short-term prevocational services
• Individual career counseling
• Labor Market Information
• Issuance of a waiver of training requirement

39
Employment Case Management Services (contd)

• If there are no available TAA funds to support
  case management, other allowable federal funds
  (WIA and/or Wagner-Peyser, etc.) must be used.

40
What is Trade Readjustment Assistance (TRA)?

• TRA is an extension of Unemployment Insurance
  (UI) benefits. A trade-affected worker who
  qualifies for UI may be eligible to receive
  income support after exhausting regular and/or
  extended/emergency UI benefits.

41
TRAEligibility/Deadlines

• The trade-affected worker must have 26 weeks of
  employment with the trade-affected employer at
  30 or more per week in the 52 week period ending
  with the total or partial separation from the
  adversely affected employment.
• The 2009 Amendment allows the trade-affected
  worker to begin receiving TRA benefits
  immediately upon certification of a petition if
  UI entitlement has been exhausted. (Prior to the
  amendment, there was a 60-day waiting period
  before a worker could receive TRA.)

42
TRAEligibility/Deadlines (contd)

• For Petitions filed prior to May 18, 2009, a
  workers eligibility for TRA benefits requires
  the individual to be enrolled in approved
  training or placed on a waiver of the training
  requirement within
• Eight (8) weeks after the date of Certification
  or
• Sixteen (16) weeks after the most recent
  qualifying separation
• For Petitions filed on or after May 18, 2009, the
  individual must be enrolled in approved training
  or placed on a waiver of the training requirement
  within 26 weeks of the date of Certification or
  qualifying separation.
• Under previous law, an application for training
  must be made within 210 days to qualify for
  Additional TRA. The 210-day deadline is
  eliminated under the 2009 Amendment.

43
TRAEligibility/Deadlines (contd)

• Florida may extend the deadline for enrollment in
  training 45 days for extenuating circumstances.
• Under the 2009 Amendment, if the worker does not
  receive timely notification, the deadline for
  enrollment is 60 days from the date of
  notification.
• A participant may receive TRA during an approved
  scheduled training break not to exceed 30
  calendar days.
• Note Scheduled breaks take into account normal
  school days and run consecutive for each
  identified break published by the training
  institution.

44
TRAMilitary Service

• The 2009 Amendment adjusts periods of eligibility
  for trade-affected workers called or ordered to
  active duty in the Armed Forces, Army National
  Guard of the United States or Air National Guard
  of the United States for more than 30 days.
  (Restarts enrollment process.)

45
Election of TRA or UI

• In some situations a worker earns wages after the
  most recent separation from trade-affected
  employment, qualifying the worker for a
  subsequent benefit year of UI at a lower weekly
  benefit amount (WBA) than for the first benefit
  year. Based upon this, the higher WBA of the
  first benefit year must stop while the worker
  collects UI based upon the lower WBA of the
  second benefit year.
• The 2009 Amendment resolves this dilemma by
  allowing the worker to elect to receive TRA
  instead of UI for any week where the worker meets
  two conditions

46
Election of TRA or UI (contd)

• The worker is entitled to receive UI as a result
  of a new benefit year based in whole or in part
  upon part-time or short-term employment in which
  the worker engaged after the workers most recent
  total separation from the adversely affected
  employment and
• the worker is otherwise entitled to TRA.
• Note This interpretation is advantageous to the
  worker because it looks to a broader range of
  wages upon which the new benefit year may be
  based in order to allow the worker the election.

47
UI and TRA Weekly Benefit Amounts (WBA)

• Currently, the maximum WBA in Florida is 275 per
  week. If the trade-affected worker qualifies for
  TRA, the same weekly benefit received for UI is
  payable to the worker.
• The Trade Act requires that earned wages be
  deducted from the weekly benefit amount (WBA). If
  earned wages exceed the WBA, the individual
  receives no TRA for that period.
• The 2009 Amendment requires that when the
  individual is enrolled in full-time training and
  is also working part-time, earnings from work
  that are equal to or less than the most recent
  WBA will not be deducted from the WBA.

48
TRA Payable Weeks
Under the 2002 Trade Act Regular Unemployment Benefits 26 weeks Basic TRA Benefits 26 weeks Additional TRA Benefits 52 weeks Total 104 weeks Remedial TRA 26 weeks Total with Remedial 130 weeks Under the 2009 Amendment Regular Unemployment Benefits 26 weeks Basic TRA Benefits 26 weeks Additional TRA Benefits 78 weeks Total 130 weeks Prerequisite/Remedial TRA 26 weeks Total with Prerequisite/Remedial 156 weeks
Extended/emergency benefits will be deducted from
TRA.
49
Job Search Allowance

• A job search allowance may be granted to an
  adversely affected worker to assist the worker in
  securing a job outside of the commuting area, but
  within the United States. The worker must meet
  specific eligibility requirements.

50
Job Search AllowanceCriteria

• A worker may receive Job Search Allowances if
  the following conditions are met
• The worker is covered under a certified petition.
• The worker has been totally separated from the
  trade-affected employer.
• The worker has an active job seeker registration
  on file at the One-Stop Career Center
  (Wagner-Peyser).

51
Job Search AllowanceCriteria (contd)

1. The worker has a TAA application in the EFM
   system.
2. The worker has no reasonable expectations of
   securing employment within the commuting
   distance.
3. There must be an existing job opening for which
   the worker is being interviewed. The worker must
   provide documentation of actual date of
   interview, time, and position title. One-Stop
   Career Center staff must confirm the information
   with the employer.

52
Job Search AllowanceCriteria (contd)

1. A Job Search Application (Request for Job Search
   Allowance) must be filed prior to interview.
2. The application must be filed by the 365th day
   after the date of the certification in which the
   worker is covered, or the 365th day after the
   date of the workers last total separation,
   whichever is later, or the 182nd day after the
   concluding date of the approved training.

53
Job Search AllowanceForms

• The Request for Job Search Allowance (DEO 861)
  must be signed, dated and completed prior to the
  interview.
• After the interview, the Certification of
  Suitable Employment (DEO MA-861-A) must be
  completed by One-Stop Career Center staff and
  must include receipts with amounts expended,
  including daily mileage, for the job search.

54
Job Search AllowanceReimbursable Amount

• Job Search Allowance
• For Petitions filed before May 18, 2009, the
  allowance is up to 90 of the total allowable
  costs of transportation, lodging, and meals. For
  Petitions filed on or after May 18, 2009, the
  allowance increases to 100 of total allowable
  costs.
• The total Job Search Allowance must not exceed
  1,250 regardless of the number of job searches
  for Petitions filed before May 18, 2009. For
  Petitions filed on or after May 18, 2009, the
  maximum total Allowance is 1,500.

55
Job Search AllowanceReimbursable Amount

• Travel
• Cost is not to exceed the lesser of (1) the
  actual round trip cost by reasonable public
  transportation or (2) cost per mile at the
  prevailing federal mileage rate from the workers
  residence to the area of job search and return to
  residence (round trip).

56
Job Search AllowanceReimbursable Amount (contd)

• Lodging and MealsAllowable costs for lodging
  and meals will not exceed the lesser of (1)
  actual cost to the worker of lodging and meals
  while engaged in the job search or (2) 50 of the
  prevailing federal per diem allowance rate for
  the locality in which the job search is conducted.

57
Relocation Allowances

• A relocation allowance may be granted to an
  adversely affected worker to assist the worker in
  securing a job outside of the commuting area, but
  within the United States. The worker must meet
  specific eligibility requirements.

58
Relocation AllowancesCriteria

• A worker may be approved for a relocation
  allowance if the following conditions are met
• The worker is covered under a certified petition.
• The worker is totally separated from adversely
  affected employment at the time relocation
  commences.
• The worker must have an active job seeker
  registration on file at the One-Stop Career
  Center (Wagner-Peyser).

59
Relocation AllowancesCriteria (contd)

• The One-Stop Career Center must determine that
  the worker has no reasonable expectation of
  securing suitable employment within the commuting
  area.
• The worker has obtained suitable employment of
  long-term duration, or a bona fide offer of such
  in the area of intended relocation.
• An application (Request for Relocation
  Allowances) must be filed by the 425th day after
  the later of the date of certification or the
  date of the workers last total separation.

60
Relocation AllowancesCriteria (contd)

1. The local TAA Coordinator is to review the
   application for accuracy and completeness.
2. For the worker to receive relocation allowances,
   the relocation must occur within 182 days from
   the date of application or the end of training.
3. A relocation allowance will not be granted to
   more than one member of a family.
4. A relocation allowance may be granted to a worker
   only once under a certification.

61
Relocation AllowanceForms

• The Request for Relocation Allowances (DEO-860)
  must be signed, dated and completed prior to the
  relocation.
• The Certification of Suitable Employment (DEO
  MA-861-A) must be completed by One-Stop Career
  Center staff and must include receipts with
  amounts expended for the relocation.

62
Relocation AllowancesAllowable Costs

• The amount of a relocation allowance includes
• A lump sum payment equivalent to three times the
  workers average weekly wage that the individual
  was making from the trade-affected employer not
  to exceed 1,250 and
• 90 of the total allowable costs for
  transportation, lodging, meals, moving and, if
  necessary, temporary storage.
• Note For Petitions filed on or after May 18,
  2009, the limits are raised to 1,500 and 100
  reimbursement.

63
Agent/Liable State Coordination

• The liable state is the state where wages are
  paid for employment.
• The liable state is responsible for making all
  determinations, redeterminations, and decisions
  on appeals on claims for program benefits (UI,
  TRA, Job Search, Relocation Allowances and
  ATAA/RTAA.)
• If any individual relocates to another state, UI,
  TRA, and ATAA/RTAA benefits remain payable from
  the liable state.
• Waivers and revocations issued by the agent state
  must be approved and processed by the liable
  state.
• Training must also be approved by the liable
  state.

64
Agent/Liable State Coordination

• The agent state is any state other than the
  liable state.
• The agent states responsibility is to pay for
  the cost of any approved training, including
  subsistence and transportation costs, after such
  training and costs have been approved by the
  liable state.
• Once an individual has officially relocated, the
  agent state may also pay for approved job search
  and relocation allowances.
• Additionally, it is the agent states
  responsibility to cooperate with the liable state
  by providing information needed to issue
  determinations, redeterminations and decisions on
  appeals, including training.

65
Out-of-State Coordination

• In the event an individual has relocated from
  another state, case managers must
• Verify the workers name and social security
  number
• Determine if the individual is covered under a
  certified petition
• Determine the Enrolled in training deadline
• Verify the workers official termination date
  from the trade-affected employer
• Determine if the worker is currently on a waiver
  of training requirement
• Determine if the worker started training before
  relocating to Florida (agent state)

66
Out-of-State Coordination (contd)

• For petitions approved prior to May 18, 2009,
  find out the workers 210 day deadline.
• Note If an out-of-state trade-affected worker
  meets the six program criteria and qualifies for
  training, the training must be approved by the
  liable state prior to local approval. The Request
  by Worker for Approval of Training Allowances
  form (DEO ETA 858), along with a training plan,
  should be submitted to the liable state as the
  initial documents.

67
Alternative Trade Adjustment Assistance (ATAA)

• ATAA is a component under the Trade Act of 2002
  that provides a wage subsidy to older workers who
  become reemployed within 26 weeks of separation
  from the trade-affected company. ATAA applies
  only to Petitions filed before May 18, 2009.

68
Alternative Trade Adjustment Assistance (ATAA)
(contd)

• Eligibility Criteria (Must meet all criteria
  listed)
• At least age 50 at the time of reemployment
• Obtain reemployment by the last day of the 26th
  week after the workers qualifying separation
  from the trade-affected employer
• Current reemployment wages must be less than
  those earned from the trade-affected employer
• Must not be expected to earn more than 50,000
  annually in gross wages (excluding overtime pay)
  from the current reemployment

69
Alternative Trade Adjustment Assistance (ATAA)
(contd)

1. Employed full-time as defined by state law (32
   hours per week)
2. Cannot return to work for the trade-affected
   employer from which the worker separated
3. Must establish a valid Florida Reemployment
   Assistance (RA) claim

70
Alternative Trade Adjustment Assistance (ATAA)
(contd)

• Wage Subsidy Payment Limit
• 50 of the difference between reemployment wage
  and wage at the time of separation
• Up to 10,000 over a maximum period of two years

71
Reemployment Trade Adjustment Assistance (RTAA)

• RTAA provides a wage supplement to older workers
  who become reemployed. RTAA replaces ATAA and
  applies only to Petitions filed under the 2009
  Amendment on or after May 18, 2009.

72
Reemployment Trade Adjustment Assistance (RTAA)
(contd)

• Eligibility Criteria (Must meet all criteria
  listed)
• Is a member of a TAA-certified group based on a
  Petition filed on or after May 18, 2009
• Is at least 50 years of age at time of
  reemployment
• Is employed on a full-time basis (32 hours per
  week) OR is employed at least 20 hours per week
  while enrolled in full-time training
• Is not employed at the firm from which the worker
  was separated

73
Reemployment Trade Adjustment Assistance (RTAA)
(contd)

• Current reemployment wages must be less than
  those earned from the trade-affected employer
• Must not be expected to earn more than 55,000
  annually in gross wages (excluding overtime pay)
  from the current reemployment
• Must establish a valid Florida RA claim

74
Reemployment Trade Adjustment Assistance (RTAA)
(contd)

• Eligibility Period For RTAA Payments
• Worker who has not received TRA, the earlier of
• Up to two years from date on which worker
  exhausts all rights to UI or
• Up to two years from the date on which the worker
  was reemployed
• Worker who received TRA
• 104 weeks beginning on the date on which the
  worker was reemployed
• Minus the total number of weeks for which the
  worker received TRA

75
Reemployment Trade Adjustment Assistance (RTAA)
(contd)

• Wage Supplement Payment Limit
• 50 of the difference between reemployment wage
  and wage at the time of separation
• Up to 12,000 over a maximum period of two years
• For part-time work coupled with full-time
  training, the percentage is modified by the
  number of hours worked. (For half-time work,
  e.g., the payment will be 25 of the difference.)

76
Reemployment Trade Adjustment Assistance (RTAA)
(contd)

• Workers who receive RTAA may also receive regular
  TAA benefits and services employment and case
  management services, training, relocation, HCTC,
  and job search allowances.

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EFM TAA ModuleData Entry Instructions

• Put it where it Counts

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EFM Data Entry Instructions

• The Employ Florida Marketplace (EFM) management
  information system is used to track participant
  information. Through EFM, the state is able to
  report to the USDOL information required for each
  workforce program (WP, WIA and TAA).
• Case managers must enter information in EFM for
  TAA participants. Information entered in EFM
  should mirror documentation in your manual file.
  This will allow for successful data validation of
  records and monitoring of participant files.
• Case notes should be recorded in the module to
  support eligibility, waivers, visits, progress
  reports, attendance, etc.

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EFM Data Entry Instructions (contd)

• Those trade-affected workers who are covered
  under a certified trade-act petition must have
  the following reflected in the TAA Module
• TAA Application
• TAA created participation, if the worker
  qualifies for a waiver, approved training, job
  search, and/or relocation allowances
• Note Prior to assigning a training activity,
  the case manager will need to create a TAA
  Approve Training Application in EFM (Applying the
  six program criteria).

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EFM Data Entry Instructions (contd)

• Waiver
• A waiver activity should be assigned with an
  actual begin date and a projected end date.
• Each 30-day review should be recorded under a
  waiver entry.
• The Waiver of TAA Training Requirement must be
  submitted to the Trade Program Unit each month.
• Copies of waivers must be maintained in the
  participants file.
• Worker must be enrolled in Wagner-Peyser, and be
  engaged in an active job search.

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EFM Data Entry Instructions (contd)

• Approve Training
• All approve training activities must be
  entered in the participants record.
• Create activity record with actual begin and
  projected end dates.
• Allow the activity to remain open until the
  actual end date.
• Scheduled breaks should be recorded in the
  Activity screen.
• Worker must be enrolled in WP and WIA.
• The proper funding sources must be identified for
  core, intensive and training activities (for
  example, WIA core and intensive TAA training).

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EFM Data Entry Instructions

• RWBs are encouraged to use TAA funds for training
  activities for TAA participants.
• If funds are not available, an RWB can request
  supplemental funds.

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Health Coverage Tax Credit (HCTC)

• The HCTC is a federal tax credit that pays 80 of
  qualified health insurance premiums for eligible
  individuals and their family members.
• HCTC is administered by the Internal Revenue
  Service (IRS).

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Health Coverage Tax Credit (HCTC)

• The following individuals may be eligible for the
  HCTC
• Individuals who meet requirements under the TAA
  for workers program
• Individuals who are eligible to receive or those
  receiving TRA benefits
• Individuals who receive payments under the ATAA
  or RTAA programs or
• Individuals who are age 55 or older and receive a
  benefit from the Pension Benefit Guaranty
  Corporation (PBGC), including lump-sum payments
  paid after August 5, 2002.

85
Health Coverage Tax Credit (HCTC) (contd)

• Qualified Health Plans
• Individuals must be enrolled in a qualified
  health plan to receive the advance or end of the
  year tax credit.

Automatic Options COBRA or Mini-COBRA Spousal Coverage if the employer subsidizes less than 50 of the premium. (The individual can only receive a tax credit at the end of the year.) Non-group/Individual Health Plans (The affected worker must have the coverage at least 30 days prior to separation from the trade-affected employer.) State-Arranged Plan State Qualified Health Plan (Blue Cross Blue Shield)
86
Health Coverage Tax Credit (HCTC) (contd)

• General Requirements for Continued HCTC Benefits
• An individual must
• Be a TAA recipient or qualified family member
• Be covered by a qualified health plan
• Not be claimed as a dependent on anothers tax
  return
• Not be enrolled in Medicare
• Not be enrolled in the federal employee health
  benefit plan, Medicaid or the state childrens
  health insurance program
• Not be imprisoned by a federal, state or local
  authority
• Not be entitled to health coverage through U.S.
  military health systems (CHAMPUS-TRICARE)

87
Health Coverage Tax Credit (HCTC) (contd)

• Information for Qualified Family Members
• Qualified family members may continue to be
  eligible for the HCTC if the original HCTC
  candidate (a PBGC payee or the recipient of one
  of the TAA programs) enrolls in Medicare, dies,
  or divorces.  Qualified family members must
  be spouses or dependents at the time of the
  event, and meet all HCTC general requirements and
  have or get a qualified health plan.

88
Health Coverage Tax Credit (HCTC) (contd)

• Insurance Timelines
• If an individual has a gap in health insurance
  coverage, the individual may find that certain
  forms of coverage are not available to them, and
  that pre-existing conditions may be excluded from
  coverage.
• To preserve their rights and get the best
  possible health insurance benefits,
  trade-affected workers should make sure that they
  preserve their rights by
• Enrolling in COBRA or Mini-COBRA within the
  deadline expressed by the employer (60 days), or
• Enrolling in a State-qualified plan within 62
  days from the end of their previous coverage

89
Health Coverage Tax Credit (HCTC) (contd)

• How to Receive HCTC Benefits
• To receive HCTC benefits, TAA-eligible
  individuals need to complete and mail the
  Registration Form to the HCTC Program.
• Upon enrollment in HCTC, the individual will be
  eligible to receive the tax credit through one of
  two options
• Monthly advance of 80 of the insurance premium.
  (Because of delays in the start-up of the HCTC
  Program, individuals must pay 100 of their
  health insurance premiums until they are enrolled
  in the program.)
• Year-end tax credit claimed on the individuals
  tax return by filing IRS Form 8885.

90
Monitoring

• The TAA Program will monitor processes and
  participant records to ensure that One-Stop
  Career Centers and partners are in compliance
  with federal regulations and state and local
  guidelines.
• Monitoring includes
• Intake and eligibility of clients served under
  TAA
• Services and benefits received by TAA clients
• Appropriateness of training
• Appropriate use of waivers
• Operational procedures and practices

91
Data Validation

• The USDOL introduced this initiative in 2003 to
  verify the accuracy of performance reporting
  data.
• The purpose of data validation is to ensure the
  following
• Data Integrity
• Uniformity
• Coordination
• Acceptable Efficiency Rate

92
Data Validation (contd)

• Benefits
• Develop reliable and accurate program data
• Focus on management and accountability
• Provide for continuous improvement
• Create an improved basis for determining
  incentives and sanctions

93
Data Validation (contd)

• Programs required to be validated
• Trade Adjustment Assistance
• Workforce Investment Act
• Wagner-Peyser Employment Services
• Migrant and Seasonal Farm Workers
• Native American Employment and Training
• Senior Community Services Employment
• Unemployment Insurance Benefits and Tax

94
TAA-Related Websites

• United States Department of Labor Employment
  Training Administration - http//www.doleta.gov/tr
  adeact/(Guidance for the 2009 Amendment can be
  found in TEGL 22-08.)
• Florida Department of Economic Opportunity -
• http//www.floridajobs.org/workforce/TAA_home.html
  
• Internal Revenue Service HCTC Site
• http//www.irs.gov/individuals/article/0,,id10991
  5,00.html
• Florida Apprenticeship Program
• http//www.fldoe.org/workforce/apprenticeship/bene
  fits.asp

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Contact Information

• Trade Program Unit
• 1-800-342-3450