Ak tat sept 2012 day 2_final

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  • 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
  • Ak tat sept 2012 day 2_final

    1. 1. SEPTEMBER 26, 20121 AGENDA I. VETS QUESTIONS II. DISLOCATED WORKER PROGRAM QUESTIONS III. BREAK IV. RESOURCES & TOOLKITS V. WRAP-UP
    2. 2. CONTEXT: Services for Veterans2 Veterans Reemployment Assistance Program (VRAP) VOW/Hero to Hired Tax Credit Program VETS Veterans preference Helmets to Hardhats Joining Forces
    3. 3. VETS and VRAP Questions3  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. 4. VETS and VRAP Questions4  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. 5. VETS and VRAP Questions5  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. 6. VETS and VRAP Questions6  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. 7. VETS and VRAP Questions7  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. 8. VETS and VRAP Questions8  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. 9. VETS and VRAP Questions9  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. 10. VETS and VRAP Questions10  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. 11. Dislocated Worker Program Questions11  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. 12. DW: Military12  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. 13. DW: Military Spouses13  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. 14. DW: Self Employed14  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. 15. DW: Self Employed15 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. 16 5 (OKAY, 6) RESOURCE SLIDES Resources to help you address key issues raised during our previous session.
    17. 17. PERFORMANCE MEASURES TUTORIAL17
    18. 18. ON THE JOB TRAINING (OJT) RESOURCES18  Toolkit  LinkedIn Conversation
    19. 19. KEY SPR TRAINING RESOURCES19
    20. 20. KEY SPR TRAINING RESOURCES20
    21. 21. KEY SPR TRAINING RESOURCES21
    22. 22. SOCIAL MEDIA & WFD22 Workforce3one Veronica Reyes in LinkedIn Aerospace Group, Groups SPR Social Media Guide Heldrich Primer
    23. 23. 23 A Word About PII PII = Personally Identifiable Information
    24. 24. PII = PERSONALLY IDENTIFIABLE INFORMATION24  TEGL 39-11 offers latest guidance  Definition  Data handling requirements  Effective data security practices  References to statute listed on website
    25. 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. 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 ++
    27. 27. Q&A
    28. 28. Contact Kristin WolffSocial Policy Research Associates (503) 888-1022kwolff@thinkers-and-doers.com Vinz KollerSocial Policy Research Associates (831) 277-4726 vinz_koller@spra.com

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