Senior Community Service Employment Program (SCSEP) HANDBOOK

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1 NATIONAL ABLE NETWORK, INC. National Able Network, Inc. is a leading non-profit organization offering innovative programs and employment resources that help individuals, families, and whole communities. We provide services to businesses in all major sectors and help job seekers of all ages, skills and income levels achieve economic self-sufficiency through gainful employment. National Able Network s mission is Preparing Today s Communities to Meet Tomorrow s Challenges through Education, Employment, and Opportunity. For more information, please visit our website: or call our toll-free number (855) Senior Community Service Employment Program (SCSEP) HANDBOOK The Senior Community Service Employment Program is funded by a U.S. Department of Labor Grant administered by National Able Network, Inc. We follow the principles of Equal Employment Opportunity in all aspects of employment, including recruitment and hiring, compensation, benefits, training, promotion, discipline, and all other terms and conditions of employment. It is the intent of Able to follow the letter and spirit of local, state, and federal laws governing Equal Employment Opportunity. Auxiliary aids and services are available upon request to individuals with disabilities. COPYRIGHT 2014 NATIONAL ABLE NETWORK ABLE-SCSEP_HB2014_CVR.indd All Pages 6/10/14 3:30 PM

2 TABLE OF CONTENTS What is National Able Network?... 5 Commitment... 5 SCSEP Welcome and Introduction... 6 What is the SCSEP?... 6 History... 7 Today... 7 SCSEP Process and Participant Overview... 8 Program Goals... 8 Eligibility... 8 SCSEP Delivery: A Network of Sponsors... 9 Participant Process Flow... 9 SCSEP Participant Process Terms and Definitions Application and Acceptance Orientation Detailed Assessment of Skills and Interests Individual Development Plan (IDP) Evaluation Follow-up Entered Employment Employment Retention Community Service Assignment (CSA) Tasks and Activities List/Community Service Assignment Form (CSA) Training (Skills and CSA) National Able Network Staff Descriptions Vice President, Workforce Development State Director Program Manager Area Program Manager Client Service Representatives Director, Quality and Procedure Regional Quality Assurance Manager...14 Director of Training Training Coordinator Training Specialist Community Service Assignment (Host Agency) Site Supervisor Participant Expectations Able Policies and Regulations Attendance Holidays SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 1

3 Jury Duty Paid Time Off / Vacation / Sick Days CSA Closure Bereavement Leave Policy Annual Physical / Waiver Change in Contact Information Classroom and Educational Training Policy CSA Hours Overtime Wages Withholdings Prohibited Additional Compensation Computer and Internet Usage Confidentiality Discrimination Drug and Alcohol Policy Durational Limits Eating Employment Harassment Job Openings at CSAs Living Expenses Mail / / Voice Mail Nepotism Volunteer Work Finding Employment Outside Work Personal Appearance Personal Calls Political Activities Reassignment Policy Religious Activities Safety at the CSA Standards of Conduct Smoking Supervisor Roles and Responsibilities Term of Project and Participation Time Sheets / Time Reporting Transportation SCSEP Job Readiness Training (JRT) Job Readiness Training Program Goals Program Format Traditional and Virtual Classrooms Internet Based Programs NATIONAL ABLE NETWORK

4 General Areas of Study Personal and Professional Skills Basic Computer Skills Basic Office Skills Change Management Money Management Learning and Critical Thinking Innovation and Creative Thinking Social Media Training Needs Assessment Measurement and Feedback Community Service Assignment (Host Agency) Information Welcome and Introduction Orientation for Supervisors SCSEP CSA Process CSA Hours CSA Job Openings Community Service Assignment Site Rotation Site Supervisor s Roles and Responsibilities Maintenance of Effort Agreement Time Reporting Time Sheets and Payroll Overtime Paid Time Off / Vacation / Sick Days Task and Activities List / CSA (Host Agency) Agreement Quarterly and Annual Reviews Surveys Safety at the CSA Safety Requirement Guidelines Able SCSEP General Policies and Procedures Grievance Procedures Termination Policy: Reasons and Process for Termination Disciplinary / Termination Process for IDP-related Terminations Disciplinary / Termination Process for Disciplinary Reasons Leave of Absence (LOA) Policy and Procedures Process Participant Acknowledgement of Terms of Enrollment Form Participant Acknowledgement of Terms of Enrollment Form SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 3

5 NAME STREET ADDRESS CITY, STATE, ZIP CODE PHONE NUMBER REVISION DATE: NATIONAL ABLE NETWORK

6 NATIONAL ABLE NETWORK INTRODUCTION WHAT IS NATIONAL ABLE NETWORK? National Able Network, Inc., (Able) is a nonprofit agency working to serve individuals, families and communities by bringing together qualified job seekers and businesses. Able s experienced, multicultural professionals provide training, personal skills and job search techniques that help people enter or re-enter the workforce as quickly and easily as possible. National Able Network s mission is: Preparing Today s Communities to Meet Tomorrow s Challenges through Education, Employment, and Opportunity. Able was founded in 1977 to advocate for Chicago-area job seekers 55 years of age and over. Since that time, Able has revised its mission to serve job seekers of all ages, but continues its commitment to provide quality services for mature workers. Additionally, Able has expanded operations across the United States. Each year, Able serves more than 125,000 clients seeking employment counseling, training and immediate job placement. Our clients are a diverse group of people, including entry-level professionals, mature workers over the age of 55, veterans and people with disabilities. On an average day, Able receives more than 2,000 inquiries from job seekers and employers in conjunction with our partners; we will serve over 1,600 SCSEP Participants throughout the year. COMMITMENT Serving mature workers has shaped our mission since we opened our doors more than 35 years ago. Mature workers account for nearly a third of our nation s workforce, and the obstacles to reemployment have never been greater. Able builds on the strengths and experiences that have allowed us to serve more than 125,000 job seekers annually, Our commitment at Able will continue to be results-oriented says Grace Powers, President and CEO of National Able Network. Over the years, we have developed a powerful network of numerous community-based organizations. Able will continue to work with them, while expanding our outreach programs to revitalize families and communities. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 5

7 SCSEP OVERVIEW SCSEP WELCOME AND INTRODUCTION Welcome to the Senior Community Service Employment Program (SCSEP). Able and our local partners, who mutually provide services, are committed to working with SCSEP Participants to assist in achieving work related goals. Welcome to SCSEP, we wish all our SCSEP Participants the best of success! This SCSEP Handbook is designed to provide an overview of the process for SCSEP Participants and organizations that provide Community Service Assignments (CSA). It is comprised of sections which outline the roles and responsibilities of SCSEP Participants, SCSEP Staff and the SCSEP CSA. The handbook will be reviewed and updated, when major changes impacting the program occur. This is a brief summary of what is contained in the handbook: SCSEP Overview Introduction to Able Organization Program Responsibilities WHAT IS THE SCSEP? The SCSEP is a federally-funded employment training program under the U.S. Department of Labor s Employment and Training Administration (USDOL-ETA). The SCSEP is the largest federally-funded program for older adults who seek employment and training assistance, as well as civic engagement. Through this community service and transitional employment program, National Able Network partners with Community Service Assignments (community-based non-profit and government organizations known as Host Agencies) to provide participants with training opportunities to update their skills. The SCSEP is designed to be used in conjunction with other programs and services. These programs are provided by public, private and not-for-profit agencies to create holistic services that maximize goals and skills of SCSEP Participants to achieve their goals of obtaining self-sufficiency. 6 NATIONAL ABLE NETWORK

8 SCSEP OVERVIEW HISTORY The SCSEP, Title V of the Older Americans Act, is a product of President Lyndon Baines Johnson s War on Poverty campaign in the 1960s. This program has been continuously funded since its inception and is a direct response of economic changes and loss of employment. Many mature adults are forced to seek work with outdated or obsolete skills well before they are financially ready for retirement. Additionally, many older workers, especially women, find themselves seeking employment for the first time or returning to the workforce after many years of homemaking, changes to family or income, or in need of acquiring updated skills essential to market themselves. TODAY The SCSEP has adapted to changes and trends in the modern economy and thereby provides greater emphasis on training aspects afforded to SCSEP Participants. Private companies ensure success by updating their policies and procedures to take advantage of more efficient methods and keep pace with the changing social and economic environment. Similarly, the SCSEP benefits from over 40 years of experience in the 21st century workplace. Experience and current research reflect mature adults are able to modernize and improve their skill levels in a wide range of activities. Additionally, by working closely with SCSEP Participants to create a plan that aligns work training with traditional learning and other support services, SCSEP Participants can focus their efforts more effectively. The ultimate outcome is that SCSEP Participants will develop skills and behaviors resulting in greater employability and increased chances of gaining unsubsidized employment or obtaining self-sufficiency. Recent changes have been implemented to utilize additional programs and services providing SCSEP Participants with a wide range of training and support. These additional services are designed to enhance skills not only essential in entering employment but also employment retention and self-sufficiency. As SCSEP Participants undergo the initial assessment process and develop Individual Development Plans (IDPs), SCSEP Participants will help to identify barriers they face and work closely with their SCSEP Representatives and use the IDP to design specific plans to overcome or diminish those barriers whenever possible. 1 1 Not all services are available in all locations due to funding constraints. Participants are encouraged to discuss barriers with their SCSEP Client Service Representative and take advantage of additional services as well as self-help approaches. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 7

9 SCSEP PROCESS AND PARTICIPANT OVERVIEW SCSEP PROCESS AND PARTICIPANT OVERVIEW PROGRAM GOALS The overall goal of this program is to assist SCSEP Participants in developing skills to improve their employment prospects and to gain greater self-sufficiency. SCSEP Participants will achieve this goal through a combination of work training experience and collaborative services provided through partnerships with the SCSEP. Other resources are also available that will improve the SCSEP Participant s ability to contribute to the community or to a private organization and ultimately become self-sufficient. Many SCSEP Participants will find that with these improved skills and experiences, they are more likely to obtain better employment. Furthermore, the sponsors of this program are excited about participation from individuals as well as organizations who offer a host of suggestions, support and services including resume writing and interviewing skills, basic computer skills, employment workshops, etc. These activities are designed to help SCSEP Participants meet their goals toward self-sufficiency and: Upgrade job skills for job placement Provide added income during training Promote community involvement Provide the local program community with needed service Help the mature worker find unsubsidized employment or gain self-sufficiency ELIGIBILITY To qualify for the SCSEP, Participants must meet certain initial requirements: Be 55 years of age or older Meet income qualifications Be willing to provide community service and attend training Be willing to develop a personalized Individual Development Plan (IDP) 8 NATIONAL ABLE NETWORK

10 SCSEP PROCESS AND PARTICIPANT OVERVIEW SCSEP DELIVERY: A NETWORK OF SPONSORS The SCSEP is delivered to the community through state level and national programs (grantees). Additionally, the success criteria used to measure service providers has increased, thus encouraging service providers to introduce and incorporate additional resources and new methodologies to support SCSEP Participant efforts. For existing SCSEP Participants, these changes have resulted in the availability of new materials and services. These changes in methodologies and policies do not detract from each SCSEP Participant s basic goals for the program, which is to achieve self-sufficiency. PARTICIPANT PROCESS FLOW The following is a visual representation of the SCSEP process. Please note the terms, as they will be used throughout the process. Following this diagram is a brief description of the important terms needed to interact and to be successful in the SCSEP. OTHER HELP AND SUPPORT SERVICES (From acceptance to post placement) START Application & Acceptance Orientation Handbook Assessment Skills & Interests Individual Development Plan (IDP) START TRAINING Training at CSA TRAINING EXIT* FOLLOW-UP Additional Skills Training FEEDBACK AND ASSESSMENT (Updating IDP continues throughout the program) * Post-Exit Follow-ups are required for all SCSEP participants. Follow Ups for those Participants exiting SCSEP for Unsubsidized Employment should be conducted according to the schedule and timeframe outlined by the Department of Labor. Participants who exit SCSEP for any other reason should be scheduled for follow up based on Able s recommended best practice as outlined in the SCSEP Manual. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 9

11 SCSEP PARTICIPANT PROCESS TERMS AND DEFINITIONS SCSEP PARTICIPANT PROCESS TERMS AND DEFINITIONS APPLICATION AND ACCEPTANCE This is the initial step in the SCSEP process. Eligibility and enrollment in the SCSEP is determined after the application process. Much of the information completed in this step will be reviewed annually to ensure income eligibility requirements are maintained. ORIENTATION During the Orientation process, SCSEP Participants will be given an overview of the SCSEP. This will include a review of this handbook, policies, and forms. The forms include the acceptance and understanding of the requirements of the program, time sheets, and other logistical information. SCSEP Representatives have a checklist to ensure that the SCSEP Participant s application, acceptance, and orientation are fully completed. Orientation must be completed within 30 days of assignment to a Community Service Assignment (CSA). The orientation will be conducted at the training location and attended by the SCSEP Participant, the Site Supervisor, and an appropriate SCSEP Representative. DETAILED ASSESSMENT OF SKILLS AND INTERESTS This is one of the most important activities performed in this program. These assessment(s) are designed to provide the groundwork upon which SCSEP Participants Individual Development Plans (IDP) are created. Additionally, these assessment(s) are used to identify other resources and training needs that may be used in helping the SCSEP Participant meet their goals and the overall goals of the program. It is critical that assessments be completed in a timely manner and any questions or concerns be addressed. INDIVIDUAL DEVELOPMENT PLAN (IDP) The Individual Development Plan (IDP) is the most important document created in this program. The IDP is developed together with the SCSEP Participant and an appropriate SCSEP Representative. The IDP serves as a personal roadmap to success and is designed specifically to assist in meeting individual goals and those of this program. The IDP will be referenced and updated often throughout participation in the program, to ensure SCSEP Participants are on course. 10 NATIONAL ABLE NETWORK

12 SCSEP PARTICIPANT PROCESS TERMS AND DEFINITIONS IMPORTANT: The IDP is an agreement similar to a contract. It is an agreement to participate in training and other activities and goal setting for each SCSEP Participant. Goals may stretch current abilities that are important and appropriate. Additionally, goals are developed in a SMART process with the SCSEP Participant and an appropriate SCSEP Representative. SMART goals are: S = Specific M = Measurable A = Attainable R = Realistic T = Timely The IDP will be updated semi-annually or as different tasks or assignments are completed and if the SCSEP Participant s training situation changes dramatically. Changes are not made to lower performance level goals, but rather to address situations beyond the SCSEP Participant s control. These changes may involve or require reassessment. SCSEP Representatives have the authority to make such changes. It is very important that goals established in the IDP are met. There are sometimes practical program reasons which may require changes to the IDP (e.g. a CSA becomes unavailable). In that case, the SCSEP Participant should bring any issues to the attention of an appropriate SCSEP Representative as soon as possible. Failure to meet elements of the IDP can have serious consequences, including termination from the SCSEP. The sooner problems or changes are addressed, the more likely they will be successfully resolved. EVALUATION The SCSEP is an employment training program. Honest and accurate evaluation is important to identify progress and satisfactory learning and determine what additional activities or resources are needed to assist SCSEP Participants in finding unsubsidized employment and becoming self-sufficient. FOLLOW-UP Helping SCSEP Participants retain the jobs they have worked so hard to obtain is an integral part of the SCSEP. SCSEP Representatives periodically contact SCSEP Participants for up to a year after placement to provide assistance; answer any questions or concerns and to gauge the progress of the SCSEP Participant in their new position. Additional resources may be made available (on a need and availability basis) to help overcome barriers which may affect continued employment. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 11

13 SCSEP PARTICIPANT PROCESS TERMS AND DEFINITIONS ENTERED EMPLOYMENT When a SCSEP Participant obtains unsubsidized employment at a CSA or another organization (profit or not-for-profit), Entered Employment is achieved. EMPLOYMENT RETENTION When a SCSEP Participant obtains unsubsidized employment at a CSA or another organization (profit or not-for-profit) and retains this position for a minimum of six months. COMMUNITY SERVICE ASSIGNMENT (CSA) Commonly referred to as a Host Agency, a community-based organization, government agency, or nonprofit agency in which SCSEP Participants are assigned/placed to build the skills and behaviors necessary to be successful in obtaining and retaining employment. Specific skills that are required for the CSA position and performance feedback will be provided from the Site Supervisor. Training in a realistic job environment provides learning and feedback which contribute to long term success. The CSA is the heart of the SCSEP program. TASKS AND ACTIVITIES LIST / COMMUNITY SERVICE ASSIGNMENT FORM (CSA) The Task and Activities List is used in conjunction with the Community Service Assignment Form (CSA) to outline specific areas of training, a training schedule and the role of supervision. The SCSEP Representative works together with the Participant and Site Supervisor to develop the Task and Activities List for each position. SCSEP Participants spend hours per week (as dictated by available funding guidelines) involved in SCSEP activities. These hours include training time at the assigned site and other required program activities (i.e. computer training), as stated in the IDP and other agreements, if applicable. TRAINING (SKILLS AND CSA) Skills Training is the generic term used for all training activities outside of the CSA. Skills training consists of both instructor led group sessions as well as individual efforts. For example, an IDP may require vocational or computer training that requires attendance in a classroom environment where workbooks, exercises and reading assignments are utilized. Other skills training may require self-guided efforts such as reading books or working in the computer lab. The number of learning opportunities available through the computer lab surprises many SCSEP Participants. 12 NATIONAL ABLE NETWORK

14 NATIONAL ABLE NETWORK STAFF DESCRIPTIONS NATIONAL ABLE NETWORK STAFF DESCRIPTIONS VICE PRESIDENT, WORKFORCE DEVELOPMENT Responsible for the overall direction and management of Able Programs for Seniors, including SCSEP and SHIFT. Provides direction and supervision to State Directors and the Training and Curriculum Development Manager; ensures compliance with state and federal guidelines; facilitates reporting process; payroll process; and grievances. STATE DIRECTOR Responsible for the overall direction and management of the SCSEP at the state level; oversees enrollment, assessment, participant selection and placement; supervises the SCSEP state staff and SCSEP program managers; manages the payroll process and grievance process. PROGRAM MANAGER Responsible to State Director for the overall direction and management of the SCSEP at the local level; oversees enrollment, assessment, participant selection and placement; supervises the SCSEP state staff and SCSEP program managers; manages local payroll process and grievance process. AREA PROGRAM MANAGER Provides assistance with the management of the SCSEP by reviewing and monitoring program performance plans, program reports and SCSEP Participant databases in their assigned region. Coordinates marketing and recruitment efforts with state directors and client service representatives. CLIENT SERVICE REPRESENTATIVES Assists in facilitating the administration of the SCSEP and works to ensure compliance with program regulations. Client Service Representatives may be SCSEP Participants who have received additional training to fulfill this role. DIRECTOR, QUALITY AND PROCEDURE Responsible for the quality and performance of all Able programs agency-wide. Provides direction to the Quality Assurance team and Call Center Staff; establishes processes and forms to carryout program functions and tracks performance metrics to identify potential areas for improvement. Creates and amends program procedures manuals and other related documents. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 13

15 NATIONAL ABLE NETWORK STAFF DESCRIPTIONS REGIONAL QUALITY ASSURANCE MANAGER Reporting to the Director of Quality and Procedure, the Regional Quality Assurance Manager provides support to the National Able Senior Service Program goals and mission in providing collaborative and quality services through research, tracking, monitoring and developing associated reports, forms, and data for program staff. Works closely with the Quality Assurance Department to ensure data integrity, data validation and data quality at the local level through maintenance of internal databases. DIRECTOR OF TRAINING Responsible for the development and delivery of Able training curriculum. Provides direction and supervision to Training Specialists and SCSEP Training Coordinators. Responsible for conducting SCSEP Participant training assessments and facilitating Able SCSEP Job Readiness Training Program and SCSEP Staff Training. TRAINING COORDINATOR Responsible for maintaining National Able Network s Learning Management System (LMS) to include registration, attendance and customer satisfaction data. Create and disseminate certificates of completion for training events and field client of staff inquiries related to training events. TRAINING SPECIALIST Responsible for conducting SCSEP Participant training assessments and facilitating Able SCSEP Job Readiness Training Program and SCSEP Staff Training. COMMUNITY SERVICE ASSIGNMENT (HOST AGENCY) The community service assignment is the primary method by which SCSEP Participants receive training. Community service assignments (CSA) are provided through a host agency (non-profit organizations or governmental entities). The CSA is designed to provide SCSEP Participants with needed skills training, as defined in your IDP. SITE SUPERVISOR An on-site representative at the CSA/Host Agency that provides direct supervision and training to the SCSEP Participant. The Site Supervisor assists the SCSEP Participant in building skills and behaviors needed to be successful in obtaining a job and keeping it. Specific skills that are required for the CSA position and performance feedback will be provided from the Site Supervisor. The Site Supervisor plays an important role in preparing SCSEP Participants for employment. Site Supervisors provide direct on-site training and supervision to SCSEP Participants. This training is essential in preparation for entering/re-entering the labor force and for interaction with future managers. Site Supervisor expectations are documented and reviewed during the initial assignment of a SCSEP Participant. 14 NATIONAL ABLE NETWORK

16 PARTICIPANT EXPECTATIONS PARTICIPANT EXPECTATIONS SCSEP Participants should expect to be treated in a respectful professional manner. The following list is intended to give insight, guidance and the philosophy behind the services provided by the SCSEP. SCSEP Participants can expect to: 1. Be treated as a co-worker at a CSA, NOT as free help. 2. Have a suitable CSA, which reasonably considers personal preferences, temperament, life experience and skills Know about the CSA and its policies, people and programs, along with what is expected during training. 4. Have a CSA Description that accurately reflects the tasks and responsibilities of the training. 5. Participate in updating the CSA Description to accommodate changes in tasks and/or added responsibilities. 6. Obtain skills training that are appropriate for Individual Development Plans (IDP). (example: Resume Development, Social Media) 7. Obtain additional training to enhance abilities to take on greater responsibilities at the CSA. 8. Have a safe, orderly, and designated place at the CSA which is conducive to promoting performance and learning. 9. Have professional, respectful, and thoughtful guidance from an informed supervisor. 10. Have diverse learning experiences that will lead to increased capability to meet their goals and objectives. (This may require reassignment to one or more CSAs and will be documented in the IDP.) 2 Suitable means that the assignment will provide the SCSEP Participant the opportunity to learn new skills or demonstrate existing skills. The assignment may serve to promote recent work history / experience, references or simply complement other training efforts (e.g. computer skills). SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 15

17 ABLE POLICIES AND REGULATIONS ABLE POLICIES AND REGULATIONS ATTENDANCE Regular attendance is essential to the operation of the CSA. Early notification of inability to attend or arrive at the scheduled time allows managers and supervisors to plan staff and fill-in work. SCSEP Participants are responsible for notifying their Site Supervisor and an appropriate SCSEP Representative if they are going to arrive late or be absent from their CSA. Good attendance is an important factor of the IDP and performance reviews. Excellent reviews are important for references when seeking unsubsidized employment. Any Participant absent from their CSA for three consecutive assignment days without proper notification and authorization shall be considered to have resigned from the CSA and may result in termination from the SCSEP. Recurring tardiness or absences may also result in removal from the SCSEP. HOLIDAYS SCSEP Participants will receive holiday pay if the holiday falls on a day on which they are regularly scheduled to work. Holiday pay hours must not exceed the hours that the SCSEP Participant would normally work. For example, if the SCSEP Participant works five days a week and four hours a day to achieve their 20 hours per week, the SCSEP Participant will receive four hours of holiday pay only. Federal Holidays are observed and additional holidays may be observed based on the holiday schedule of National Able Network. If the CSA observes additional or different holidays, SCSEP Participants may elect to make up the time in the same pay period, with the approval of the Site Supervisor or schedule additional training with the appropriate SCSEP Representative. JURY DUTY SCSEP Participants are granted time off to perform jury duty when called and will receive full compensation while absent, if permitted by state law. The SCSEP Participant will notify the CSA and SCSEP Representative immediately when called to report for potential jury duty and also when released from jury duty services. The SCSEP Participant will report to the CSA the next business day/assigned workday after being excused from jury duty. Documentation for Jury Duty selection and time served must be provided in order to receive SCSEP compensation. 16 NATIONAL ABLE NETWORK

18 ABLE POLICIES AND REGULATIONS PAID TIME OFF / VACATION / SICK DAYS There is no vacation, paid time off, or sick leave for SCSEP Participants. Missed time may be made up during the same two-week pay period without loss of hours/compensation. In addition, there are no snow days. If the CSA is closed and it is not on an approved holiday, SCSEP Participants may make up that day during the same pay period. All absences must be approved by the Site Supervisor and communicated to an appropriate SCSEP Representative as soon as possible. Delay of submission by four weeks or more of amended time sheets may result in those new time sheets being rejected at the discretion of Area Program Managers or other designated SCSEP Representatives. CSA CLOSURE When a CSA is closed on a day that the SCSEP Participant would normally train, the SCSEP Participant may, with the CSA Site Supervisor s approval: Adjust training schedule to make up hours (in the current two week pay cycle). Make arrangements with an appropriate SCSEP Representative for alternate training that day. National Able Network utilizes various notification means for emergency closures, SCSEP Participants should check with their local emergency notification system; National Able Networks website ( or contact the customer service number at , prior to reporting to their CSA. BEREAVEMENT SCSEP Participants may be excused for funerals for their immediate family and may receive bereavement leave and payment for up to 3 consecutive scheduled training days. Immediate family is defined as spouse, parent, child, grandparent, grandchild, brother or sister. SCSEP Participants must notify an appropriate SCSEP Representative and their CSA Site Supervisor as soon as possible if they will miss work due to a funeral. SCSEP Participants must also provide the proper documentation and reasonable notification to receive bereavement compensation. LEAVE POLICY If a SCSEP Participant requires more than three days away from the CSA, a Leave of Absence may be granted. A Time-Off Request Form must be submitted to their primary SCSEP Office for approval by State Director. Participants must notify their CSA Site Supervisor of the time off requested. There are two types of leaves of absence available to SCSEP Participants: Voluntary and Medical. LOAs, whether medical or voluntary, may be granted for up to 30 calendar days (cumulatively) per program year. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 17

19 ABLE POLICIES AND REGULATIONS ANNUAL PHYSICAL / WAIVER All SCSEP Participants are offered the opportunity to take a physical examination annually, after enrollment. A physical is a fringe benefit and is not a requirement. Participants may refuse the physical examination. In such cases, the refusal must be documented through a signed waiver. It is in the Participant s best interest to obtain this annual physical. Note: A physical examination or check-up, is the process by which a medical professional investigates the body of a patient for signs of disease. It generally follows the taking of the medical history an account of the symptoms as experienced by the patient. Together with the medical history, the physical examination aids in determining the correct diagnosis and devising the treatment plan. An occupational assessment may be requested by a CSA to assist with reasonable accommodations and safety at the CSA. CHANGE IN CONTACT INFORMATION Each SCSEP Participant is responsible for notifying an appropriate SCSEP Representative of changes in the following: Address Phone number Income Household size Emergency contact information Site Supervisor Work Schedule CLASSROOM AND EDUCATIONAL TRAINING POLICY Educational training is an important key to the success of SCSEP Participants. Learning can be facilitated in a number of ways including; instructor-led classes, self-taught lessons and/or self-paced training. Trainings take place in computer labs, group meetings and/or with books. In all cases, the training must be documented in IDP training goals. A request for Supportive Services form is required for instructor-led and computer lab courses that will incur a fee. IDPs must be kept current to accurately reflect and document training. If for some reason training cannot be accomplished due to factors such as funding, slot availability etc., the IDP will reflect this. As a result, goals should be removed and re-established using an available class/method. Whether funded through other sources or self-led, all training of SCSEP Participants must be documented. CSA HOURS CSA hours need to be reasonable and conducted hours per week or per pay period. Hours a participant works per pay period are dictated by available funding guidelines. 18 NATIONAL ABLE NETWORK

20 ABLE POLICIES AND REGULATIONS Participants and CSA Supervisors are notified of approved work hours. Any deviation in a participant s schedule requires approval from the SCSEP State Director. OVERTIME SCSEP Participants are not eligible for overtime compensation and should not work over 8 hours in any 24-hour period. CSAs are not allowed to provide any form of additional compensation to SCSEP Participants. Unless written permission is obtained, SCSEP Participants will not exceed hours of paid training per week. Limits on how many hours participants are permitted to work per week are dictated by available funding guidelines. WAGES The SCSEP is a training program and a stipend is paid based on the state/federal minimum wage requirements while a SCSEP Participant is assigned to a CSA. WITHHOLDINGS Social Security, Federal and State taxes are withheld, if required, and W-4 forms will be issued at the appropriate time. PROHIBITED ADDITIONAL COMPENSATION No reward, gift, or other form of additional compensation shall be received from any source for a SCSEP Participant s performance of his/her duties. SCSEP Participants are prohibited from accepting additional work hours (with or without pay) or any other form of bonus. Award certificates or similar items of non-material value are allowed. COMPUTER AND INTERNET USAGE Policies established by the CSA regarding computer and Internet usage must be followed. Generally, computer usage should not be for personal use or entertainment. Participants should keep in mind that computer resources are owned by the CSA and can be searched at any time. When in doubt, consult the Site Supervisor. Internet access at the SCSEP agency or CSA is to be used for business and training purposes only. Personal or entertainment use of the Internet may result in disciplinary action. Repeated abuse may result in termination from the SCSEP. CONFIDENTIALITY Confidentiality of the CSA information, procedures, staff and clients is required. Confidentiality policies of the CSA will be explained and followed; however, sound judgment is also required. A breach in confidentiality could be grounds for removal from the SCSEP. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 19

21 ABLE POLICIES AND REGULATIONS DISCRIMINATION CSA discrimination based on sex, religion, age, race, color, and national origin, veteran or military discharge status, disability or sexual orientation or marital status, as governed by all applicable State and Federal laws, is prohibited. SCSEP Participants must report discrimination or harassment to an appropriate SCSEP Representative. DRUG AND ALCOHOL POLICY Use of illegal drugs and/or alcohol is strictly forbidden during any CSA. Evidence of such behavior is grounds for immediate termination from the SCSEP. DURATIONAL LIMITS The length of time a SCSEP Participant is in training depends on their goals. An IDP will be developed to guide SCSEP Participants through their Training Assignment; however, the duration of enrollment may not exceed 48 months for any participant. The average program duration for most participants is 27 months. Able does not provide extensions; participants will receive a copy of this policy during the orientation or enrollment process. EATING The policies of the SCSEP agency as well as the CSA must be followed. In general, eating or drinking in computer labs or around equipment is prohibited. When in doubt, ask the Site Supervisor for clarification. EMPLOYMENT The SCSEP is a federally funded training program and is not employment. SCSEP Participants are not employees of the SCSEP agency or the CSA. This handbook, associated procedures, forms etc. do not constitute a work contract or a guarantee to obtain work. SCSEP Participants who exit the program are not entitled to unemployment compensation. HARASSMENT Harassment will not be tolerated and is defined and controlled by the policies of the SCSEP Agency and the CSA (Host Agency). JOB OPENINGS AT CSAs SCSEP Participants are encouraged to apply for open positions at their CSA. Please inform the appropriate SCSEP Representative when an opportunity is available. The SCSEP Representative will assist in the application process for open positions. 20 NATIONAL ABLE NETWORK

22 ABLE POLICIES AND REGULATIONS LIVING EXPENSES Reimbursement for lodging, travel and/or meal expenses shall only be provided in conjunction with authorized training activities where such expenses have been pre-approved. In most cases, these expenses are not reimbursed. MAIL / / VOICE MAIL The address for National Able Network, your SCSEP agency, and the CSA are not to be used for personal mail. Mail equipment, postage and supplies are not for personal use. CSA Site Supervisors will inform SCSEP Participants of their and voice mail policies. These policies must be followed by all SCSEP Participants. NEPOTISM Federal Regulations forbid a person who works in a decision-making capacity (whether compensated or not) to supervise immediate family members. This also applies to positions of an administrative capacity, staff position or community service position funded under the SCSEP. In an event that an applicable state or local legal requirement regarding nepotism is more restrictive than this provision, that requirement shall be followed. VOLUNTEER WORK In addition to the primary goals of assisting SCSEP Participants with entering unsubsidized employment and achieving self-sufficiency, SCSEP also has the goal of promoting useful opportunities in community service activities. Therefore, SCSEP Participants are permitted to work in volunteer community service positions at state, local and intergovernmental agencies, as well as faith and community based organizations. SCSEP Participants are prohibited from performing volunteer services at their CSA Training Site. Volunteer work can include work that a SCSEP Participant performs on his/her own and not through an organization. Potential participants who are performing volunteer work at the time of their enrollment into the SCSEP will remain eligible for program. FINDING EMPLOYMENT Finding employment is one initial goal given to SCSEP Participants during the establishment of their first IDP. Additional IDP s may include an employment goals and steps toward obtaining self-sufficiency. IDP goals may require that SCSEP Participants: Participate in their IDP development process Attend meetings and trainings Rotate CSA assignments Use all available resources that assist in job searches and a path to obtaining self-sufficiency SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 21

23 ABLE POLICIES AND REGULATIONS OUTSIDE WORK Applicants must be unemployed at the time of enrollment. SCSEP Participants may not obtain outside work while participating in the SCSEP. If a SCSEP Participant becomes employed, either full time or part time, while enrolled, they must exit the SCSEP. The no-employment rule does not apply to casual, non-recurring labor for which a SCSEP Participant may be compensated (occasionally shoveling a neighbor s driveway or baby-sitting for a friend s family). Participation in the Foster Grandparent Program, the Senior Companion Program, the Senior Demonstration Programs and the Retired Senior Volunteer Program are not considered employment. PERSONAL APPEARANCE SCSEP Participants are expected to adhere to dress codes and norms established at their CSA. Dressing appropriately and exercising excellent hygiene improves how SCSEP Participants may be perceived and results in a better training environment. PERSONAL CALLS Personal calls from the CSA s office telephone should be made only with the approval of the CSA and when agency business will not be interrupted. Keep calls short and infrequent and be sure calls are local. If a long distance call must be placed, permission from the Site Supervisor is required. Additionally, personal calls made from one s personal cell/smart phone should be limited to personal break times. Personal cell/smart phones should be turned off during work hours to minimize disruptions. POLITICAL ACTIVITIES Projects that are funded by the SCSEP may not involve political activities. SCSEP Participants and SCSEP Staff are not permitted to engage in partisan or nonpartisan political activities during hours for which they are paid with SCSEP funds. In addition, SCSEP Participants and SCSEP Staff are not permitted to engage in partisan political activities representing themselves as a spokesperson of the SCSEP; any manner of employment or out-stationed positions in the office of Congress, a state or local legislator, or on any staff of a legislative committee are also prohibited. REASSIGNMENT POLICY Periodically the SCSEP Participant may be required to rotate to another CSA, due to any one or combination of factors, which include, but are not limited to: Fulfillment of IDP goals, the establishment of new goals or modification of existing goals. Changes to the CSA location that require modification or elimination of training opportunities. This may happen when the CSA Description or the agreement 22 NATIONAL ABLE NETWORK

24 ABLE POLICIES AND REGULATIONS between the SCSEP and the CSA is modified or terminated. Changes in the CSA Description may not always allow for 30-day notice of impact to SCSEP Participants. Changes in funding of the SCSEP or not-for-profit status of the CSA Site. General performance of the SCSEP Participant and/or extended length in a particular training assignment. Re-evaluation of the SCSEP Participant s skills and aptitudes that indicates a change in training assignment. Notice of reassignment will be provided to the SCSEP Participant and will include changes to the IDP. As such, the SCSEP Participant should fully participate in the IDP changes and be fully aware of impacts to training assignments. Notification of pending changes will be provided to both the Participant 30 and supervisor days in advance whenever possible. Changes in program funding or the status of a Participant may require immediate reassignment. RELIGIOUS ACTIVITIES SCSEP Participants and staff are not permitted to engage in any religious activities during hours for which they are paid with SCSEP funds. In addition, SCSEP Staff and Participants are prohibited from representing themselves as a spokesperson for the SCSEP while participating in religious activities. The decision to observe religious holidays is solely that of the SCSEP Participant or Staff. Please discuss any intentions with the CSA Site Supervisor and the appropriate SCSEP Representative. If one chooses to take time-off for religious reasons there are two options available, either make up the time in order to be paid or to take the time off unpaid. Please refer to local SCSEP policies for further details. SAFETY AT THE CSA The SCSEP holds safety as a critical program element. The safety and welfare of SCSEP Participants is paramount. Remember, no task is so urgent that time cannot be taken to do it safely. SCSEP Participants and CSA Site Supervisors are expected to exercise reasonable judgment in preventing accidents. The following requirements should be followed at all times: Adhere to the CSA Description for assigned tasks and responsibilities. Follow every precaution and safety rule at the CSA. IMMEDIATELY seek first aid and support for any and all injuries, however minor they may seem, and then report the accident to both the CSA Site Supervisor and the appropriate SCSEP Representative. Any accident no matter how minor should be reported to a SCSEP Representative who will complete an Accident Report within 24 hours. Report any unsafe conditions, equipment, or practice at the CSA. Do NOT use any kind of power tools that pose the risk of bodily injury or harm. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 23

25 ABLE POLICIES AND REGULATIONS Read safety precautions provided by the SCSEP and the CSA. Use all personal protective equipment required for the task being performed as well as protective/appropriate clothing. Accept any opportunities to serve on safety committees, attend safety training sessions, and otherwise promote safe working conditions. Follow all prescription drug warnings and directions as well as drug and alcohol policies. Do NOT operate any vehicle on behalf of the CSA, unless required as a Client Service Representative for National Able Network. Exercise good judgment during inclement weather to decide whether it is prudent to travel to the CSA. The fact that the CSA may be open or nearby should never be the determining factor. Notify the CSA Site Supervisor and the appropriate SCSEP Representative when inclement weather will prevent attendance at the CSA. Refer to local SCSEP policies for specific procedures. A physician s Return to Assignment Notice is required when a SCSEP Participant is injured or absent due to illness for more than five calendar days. Such a notice is also required in the event of absences to care for an immediate family member. STANDARDS OF CONDUCT SCSEP Participants must adhere to high standards of conduct. These standards include but are not limited to the items listed below. Failure to adhere to these standards may result in immediate removal from the SCSEP: Falsification of records Use, possession, distribution, sale, transfer of illegal substances (drugs) or dangerous weapons. When taking prescription drugs that could affect work performance or behavior, please let the appropriate SCSEP Representative and the Site Supervisor know in order to avoid misunderstandings Abuse and/or violation of alcohol policies Theft Harassment or abuse of a fellow SCSEP Participant and/or SCSEP Representatives and/or CSA Staff Excessive absenteeism or tardiness Violent behavior such as fighting or belligerence Negligence or improper conduct leading to damage of property or potential injury of CSA Staff, clients, fellow participants and/or SCSEP Staff 24 NATIONAL ABLE NETWORK

26 ABLE POLICIES AND REGULATIONS SMOKING SCSEP Participants are expected to follow the smoking policies of the CSA and their SCSEP office. If smoking is allowed, it should be only during break time. Frequent smoking breaks limit the ability to perform tasks associated at the CSA and will likely have a negative impact on performance evaluations. SUPERVISOR ROLES AND RESPONSIBILITES Site Supervisors at any CSA are to adhere to the following: Attend initial orientations for supervisors and optional meetings of Site Supervisors as scheduled by the local SCSEP Office. Recognize Federal Regulations forbidding a person who works in a decision making capacity (whether compensated or not) to supervise immediate family members through the SCSEP. This also applies to positions of an administrative capacity, staff positions or community service positions funded under the SCSEP. Enforce the provisions of the Drug-Free Workplace Act of Recognize that the SCSEP Participant is not a volunteer, but is paid a wage while they perform services at the CSA by National Able Network. Report any problems with the SCSEP Participant to the appropriate SCSEP Representative. TERM OF PROJECT AND PARTICIPATION Current funding for the SCSEP and National Able Network is available. While the involved organizations anticipate continued funding, this funding is not guaranteed. Changes in funding will affect the number of SCSEP Participants assigned to a CSA and the number of service hours at the CSA. Funding may be shifted to different organizations or areas and SCSEP Participants may find that they can transfer to those programs. Whatever the circumstances, SCSEP Participants are urged to take advantage of services and training offered to them in order to seek unsubsidized employment in a timely manner. TIME SHEETS / TIME REPORTING Accurate reporting of training time is required and the Time Sheet must be completed and delivered according to local procedures that will be explained during orientation. Any questions or concerns should be directed to the appropriate SCSEP Representative immediately. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 25

27 ABLE POLICIES AND REGULATIONS TRANSPORTATION SCSEP Participants are prohibited from driving or riding in motorized vehicles as part of their CSA unless they are serving as a Client Service Representative for National Able Network and driving is part of their assigned responsibilities. SCSEP Participants serving as Client Service Representatives who drive their own vehicle for duties related to their CSA are eligible for mileage reimbursement. Mileage will be reimbursed up to the current rate authorized by the National Able Network affiliate or approved by the U.S. Department of Labor provided that the costs are substantiated in writing, within budgeted transportation limits, and are not available from other sources. Request for reimbursement expenses, must be submitted within 30 days of the occurrence. National Able Network Client Service Representatives, who drive as part of their CSA Assignment, must have the following documentation on file and updated annually: A copy of a valid unexpired Driver s License in the state of their CSA. Proof of insurance with the Client Services Representative as the named insured. Evidence of the policy s compliance with the state s minimum personal automobile liability insurance requirements. Date of expiration. 26 NATIONAL ABLE NETWORK

28 SCSEP JOB READINESS TRAINING SCSEP JOB READINESS TRAINING National Able Network has incorporated the Job Readiness Training Program (JRT) for all agency programs. The purpose of this training program is to provide an overview of the agency and the program specific information; to provide computer training; interviewing techniques; job search activities through social media and electronic formats and other skills that will help program participants develop a path to self-sufficiency. Each JRT is customized to meet the needs and goals of the specific program goals and populations served. JOB READINESS TRAINING PROGRAM GOALS The primary goals of the SCSEP JRT are to equip participants with the skills needed to enhance their employable skills and increase the chances of obtaining unsubsidized employment and self-sufficiency. The program is designed to: Provide an overview and orientation of the SCSEP goals and processes. Introduce (or improve upon) basic computing skills. Add to the SCSEP Participant s knowledge of resume preparation and interviewing techniques. Introduce (or update knowledge of) current business practices and procedures, i.e., workplace culture and office etiquette. Enhance the SCSEP Participant s self-esteem. Increase the SCSEP Participant s value to prospective employers and enhance job retention. Provide information on social media as it relates to job searches and networking. PROGRAM FORMAT The program format consists of a series of interactive, classroom-based and computer-based courses that have been designed either to work in conjunction with one another, or to be facilitated as standalone components. SCSEP Participants who successfully complete the training courses receive a certificate of completion. TRADITIONAL AND VIRTUAL CLASSROOMS To optimize course availability and resources, National Able Network delivery system that utilizes a combination of traditional and virtual classrooms. In the traditional classroom setting there is an instructor in the classroom providing instruction and classroom activities. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 27

29 SCSEP JOB READINESS TRAINING In the virtual classroom, the instructor is providing instruction via the Internet to a local classroom where there is a SCSEP Representative present to assist with course activities. This format allows for subject matter experts to provide instruction from one location to local classrooms throughout the states. Program components are reviewed and revised at the end of each program year to accurately reflect the needs of participants and employment trends. INTERNET BASED PROGRAMS Microsoft Word Microsoft Excel Microsoft PowerPoint Microsoft Access Microsoft Publisher GENERAL AREAS OF STUDY PERSONAL AND PROFESSIONAL SKILLS An overview of business etiquette concerns in the contemporary workplace including time management, conflict management and working with cross-generational teams. BASIC COMPUTER SKILLS Starts with basic computer functions, advances to higher level computer skills and introduces participants to Microsoft Office applications. No previous participant exposure to computers is necessary. JOB SEARCH SKILLS Establishing a comprehensive job search plan from determining an employment goal through job acceptance is spelled out. Current trends in uncovering job leads, effectively completing online job applications, resume and cover letter development, interview preparation, and traditional networking as well as networking through social media are all explained and practiced. BASIC OFFICE SKILLS Reacquaints participants with the skills required to work within an office setting and current office survival skills are detailed to ensure optimal re-entry to employment in an office setting. CHANGE MANAGEMENT Provides discussion, group activities, tools and tips to improve individual response and adaptation to life changes. MONEY MANAGEMENT Budgeting, benefits of banking, applying for benefits, steps to avoiding scams, and how to use, manage and protect prepaid debt cards are covered. LEARNING AND CRITICAL THINKING Addresses adult learning in the context of attitudes towards problem solving and natural curiosity across the span of individual s lives. 28 NATIONAL ABLE NETWORK

30 SCSEP JOB READINESS TRAINING INNOVATION AND CREATIVE THINKING Discusses one s ability to think creatively and innovatively to generate potential solutions to complex problems. SOCIAL MEDIA Covers the use of social networking sites in conducting a job search. Includes basic use, functionality and membership of social networking sites to decrease social isolation as well as how to join social networks, how to create a professional profile and how to utilize these sites to conduct a job search. TRAINING NEEDS ASSESSMENT A Needs Assessment will be given to the SCSEP Participants prior to training. This assessment enables SCSEP Staff to ask targeted questions concerning SCSEP Participants employment background and their current work skills levels. The Job Readiness Training has been designed to be IDP driven. Training course recommendations are made based on the Initial Training Needs Assessment and IDP. A custom training curriculum is designed to help each SCSEP Participant based upon the specific skill gaps to help each become a more viable candidate in the job market. MEASUREMENT AND FEEDBACK At the end of each training session, SCSEP Participants are asked to complete a brief Job Readiness Training Course Evaluation form. A few weeks after training has been completed, SCSEP Participants are sent a letter thanking them for their participation in the training. A modified evaluation form is included with the letter to gauge how SCSEP Participants feel about the training after some time has elapsed. Participants also are asked if there are additional training classes they are interested in such as: Microsoft Outlook, Word, Excel, PowerPoint, more computer basics training, or more resume development training. In addition, SCSEP Participants can indicate if there are other job-related training classes they are interested in pursuing, even if not listed on the survey. SCSEP Participants who believe they could benefit from revisiting a module(s) are encouraged to return to any classes which are ongoing. Additional SCSEP Participant follow up will occur as indicated below: Approximately four to five weeks after, SCSEP Participants will receive a phone call from the trainer. Approximately 90 days after training, courtesy phone calls will be made to those SCSEP Participants who have indicated they would like us to keep in touch. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 29

31 COMMUNITY SERVICE ASSIGNMENT (HOST AGENCY) INFORMATION COMMUNITY SERVICE ASSIGNMENT (HOST AGENCY) INFORMATION WELCOME AND INTRODUCTION Welcome to National Able Network s Senior Community Service Employment Program (SCSEP). This partnership encourages SCSEP Participants to seek and obtain unsubsidized employment and will use pre-approved time for appropriate job search activities. SCSEP Participants will be working with an appropriate SCSEP Representative to assist each of them in their personal development. Personal development includes occasional meetings with SCSEP Staff who will assess and develop an Individual Development Plan (IDP). The Community Service Assignment (CSA) understands that SCSEP Participants will use authorized time to attend regular SCSEP meetings and workshops that provide training in goal setting, job searches and related topics. They will also be allowed to attend skills classes identified as appropriate for each SCSEP CSA. An appropriate SCSEP Representative will provide a notice of these events to facilitate CSA planning. ORIENTATION FOR SUPERVISORS SCSEP Representatives are required to provide an orientation to Site Supervisors. 30 NATIONAL ABLE NETWORK

32 SCSEP CSA PROCESS SCSEP CSA PROCESS CSA HOURS The immediate Site Supervisor will arrange the work schedule. The normal workweek will generally consist of a 4 to 5 day, 10 to 25 hour week, except for nominal adjustments to ensure equivalent hours per two-week pay period. The number of hours a participant works per week are dictated by available funding guidelines. However, the SCSEP encourages innovative work environments that provide greater flexibility for SCSEP Participants. This includes flextime, reduced physical effort and job sharing. SCSEP Participants and Site Supervisors should consult with an appropriate SCSEP Representative to ensure work schedules are aligned with the SCSEP Participant s goals, skills and abilities. State and local rules regarding breaks must be followed, and break time may not be considered paid training time. CSA JOB OPENINGS We request that SCSEP Participants be considered for all job openings for which they are qualified. Whenever possible the CSA shall hire a SCSEP Participant, subject to the CSA s hiring procedures, into a position which the SCSEP Participant is qualified. Failure to consider a SCSEP Participant for an appropriate opening will result in termination of the Host Agency Agreement. The Site Supervisor will assist the SCSEP Participant in completing documentation to apply for suitable open positions. COMMUNITY SERVICE ASSIGNMENT SITE ROTATION SCSEP Participants are assigned to a temporary training position based on their IDP and designed to prepare them for greater self-sufficiency. The SCSEP may rotate Participants to another CSA to enable them to receive training for additional skills. Such a rotation is likely when IDP goals are not aligned with the CSS or a SCSEP Participant has completed learning objectives and opportunities within the CSA. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 31

33 SCSEP CSA PROCESS SITE SUPERVISOR S ROLES AND RESPONSIBILITIES The following are some of the key points for being a Site Supervisor. Provide adequate supervision of SCSEP Participants, and provide orientation and necessary training concerning CSA activities and each SCSEP Participant s day-today responsibilities. This includes orientation in operational and safety procedures that CSA Employees are required to attend. Retain a copy of each SCSEP Participant s CSA Description. The CSA shall not change a SCSEP Participant s duties or working conditions without contacting National Able Network at which time the CSA Description will be updated. Provide a safe and sanitary training environment and give all SCSEP Participants any necessary safety instruction. Any accidents shall be reported immediately to an appropriate SCSEP Representative after taking the necessary steps to ensure the health and safety of the SCSEP Participant. Read the National Able Network SCSEP Participant Handbook and review policies with the SCSEP Participant. CSA s shall not discriminate on the basis of race, color, religion, sexual orientation, national origin, handicap, age, political affiliation or opinion, or ancestry in accordance with all Local, State and Federal Law. Attend an annual meeting of Site Supervisors as scheduled by the SCSEP. Ensure that SCSEP Participants do not engage in any partisan or nonpartisan political activity, or work to promote a specific religious belief, during training time paid for by the SCSEP. Assure that each SCSEP Participant only works the total number of hours authorized by the SCSEP, and will prohibit any SCSEP Participant from working overtime or volunteer hours. The SCSEP will not pay any hours worked in excess of those authorized. SCSEP participants are not to work more than 8 hours in one day. Recognize Federal Regulations forbidding a person who works in a decision making capacity (whether compensated or not) to supervise immediate family members through the SCSEP. This also applies to positions of an administrative capacity, staff position or community service position funded under the SCSEP. Enforce the provisions of the Drug-Free Workplace Act of Recognize that the SCSEP Participant is not a volunteer, but is paid by National Able Network. Report any problems with a SCSEP Participant to an appropriate SCSEP Representative. 32 NATIONAL ABLE NETWORK

34 SCSEP CSA PROCESS MAINTENANCE OF EFFORT AGREEMENT This training position constitutes a new or expanded service and is not a violation of maintenance of effort regulations of the U.S. Department of Labor. Positions of SCSEP Participants shall be in addition to positions which otherwise would be funded by the CSA without assistance from the SCSEP. Positions funded under the SCSEP shall result in an increase in employment opportunities over those which would otherwise be available; may not result in the displacement of currently employed workers, including partial displacement such as reduction in hours of non-overtime work, wages or employment benefits; may not impair existing contracts for service or result in the substitution of federal funds for other funds in connection with work that would otherwise be performed; may not substitute program jobs for existing federally assisted jobs; may not employ or continue to employ a trainee to perform work the same or substantially the same as that performed by any other person who is on layoff. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 33

35 TIME REPORTING TIME REPORTING TIME SHEETS AND PAYROLL The Site Supervisor is required to accurately approve community service hours on the Time Sheet, once completed by the SCSEP Participant. Time Sheets must be completed and faxed to the office according to the payroll schedule. The SCSEP Participant is required to call the Site Supervisor and the appropriate SCSEP Representative if absent from the CSA for any reason. If the SCSEP Participant requires more than 3 days off from the CSA, the SCSEP Participant must submit a Time Off Request Form. The Site Supervisor must be notified by the SCSEP Participant of the requested time off. Participants are limited to no more than 30 days of leave time. The form will be sent to the SCSEP Office and will be signed by an appropriate SCSEP Representative. A copy of the form will be mailed to the SCSEP Participant s home address. Work schedules need to be reasonably guided by 10 to 25 hours per week depending on available funding guidelines. Any deviation from the scheduled time at a CSA requires approval from the SCSEP State Director. OVERTIME Compensation will not be provided for overtime hours or hours in excess of 8 hours in a 24-hour period for any SCSEP Participant. CSAs are not allowed to provide any form of additional compensation to SCSEP Participants. SCSEP Participants will not exceed maximum allowed hours of paid training per week. SCSEP Participants may not volunteer at their CSA. PAID TIME OFF / VACATION / SICK DAYS There is no vacation, paid time off or sick leave for SCSEP Participants. SCSEP Participants may make up missed days during the same two-week pay period without loss of hours/compensation. All absences must be approved by the CSA Site Supervisor and communicated to an appropriate SCSEP Representative as soon as possible. Delay of submission by four weeks or more of amended time sheets may result in those new time sheets being rejected at the discretion of the SCSEP State Director. Participants must work during the week of a holiday in order to be paid for the holiday. Reimbursement for the holiday must be equal to one training day. 34 NATIONAL ABLE NETWORK

36 TASK AND ACTIVITIES LIST / CSA (HOST AGENCY) AGREEMENT TASK AND ACTIVITIES LIST / CSA (HOST AGENCY) AGREEMENT A Tasks and Activities List will be completed prior to placing a Participant in a CSA. SCSEP Representatives work together with the CSA Site Supervisor to develop the Tasks and Activities List for each position. Participants spend 10 to 25 hours per week involved in SCSEP activities, depending on available funding guidelines. These hours include training time at the assigned site and other required program activities (i.e. classroom training; computer training; Job Readiness Training), as stated in the IDP and other agreements (if used). The Tasks and Activities List will be changed or modified in the event of changes to the original assignment. The following documents must be developed and on file at the CSA at all times: A CSA (Host Agency) Agreement must be signed by the CSA Site Supervisor and a National Able Network SCSEP State Director prior to placing a Participant on site. A copy of 501 (c) (3) letters and documentation. Safety Monitoring check list will be complete and all corrective actions resolved prior to placing a SCSEP Participant into a CSA. Any mandatory medical test, criminal background check, drug test, or vaccination will be paid for by the CSA and conducted prior to the Participant s assignment. CSA (Host Agency) Agreements will be renewed annually. QUARTERLY AND ANNUAL REVIEWS In order to maintain continuity, the CSA will be asked to participate in quarterly and annual reviews. SURVEYS The CSA may be asked to complete a survey sponsored by National Able Network and/or the U.S. Department of Labor. SAFETY AT THE CSA SCSEP considers safety a critical program element. The safety and welfare of SCSEP Participants is paramount. No task is so urgent that time cannot be taken to do it safely. SCSEP Participants and CSAs are expected to exercise adequate and reasonable judgment in preventing accidents. The CSA is required to assist in the completion of a Safety Checklist to assure a safe work environment for SCSEP Participants. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 35

37 TASK AND ACTIVITIES LIST / CSA (HOST AGENCY) AGREEMENT SAFETY REQUIREMENT GUIDELINES Seek first aid and support for any and all injuries, however minor they may seem. Then report the accident to both the Site Supervisor and an appropriate SCSEP Representative. The CSA Site Supervisor, the SCSEP Participant and any applicable witnesses will complete an Accident Report Form within 24 hours. The form can be completed on-site, or over the telephone with a SCSEP Representative. A physician s Return to Assignment Notice is required when a SCSEP Participant is injured or absent due to illness for more than five calendar days. Such a notice is also required in the event of excused absences to provide care to an immediate family member. This information must be approved by the SCSEP Representative prior to the SCSEP Participant returning to the CSA. 36 NATIONAL ABLE NETWORK

38 ABLE SCSEP GENERAL POLICIES AND PROCEDURES ABLE SCSEP GENERAL POLICIES AND PROCEDURES GRIEVANCE PROCEDURES SCSEP agencies are committed to providing a training environment that is free of discrimination, harassment or dangerous/abusive situations. Any SCSEP Participant, who believes that they have been the victim of such treatment, must follow these steps as soon as possible, following such an event: 1. The grievance shall be presented in writing to the local SCSEP State Director a. The grievance should clearly explain the circumstances around the event and the event itself. b. Be as detailed as possible, including times, dates, locations and names of people directly involved or witnessing the event. c. The SCSEP State Director shall schedule an informal hearing with the concerned parties. d. If resolution to the grievance is possible, the SCSEP State Director shall document the resolution and submit copies to the parties involved and National Able Network s Vice President of Senior, Veterans and Employer Services. e. The parties must sign and date the agreement. 2. If the grievance cannot be resolved through the informal process, there shall be a formal process to resolve the situation. Confidentiality of the filer s identification shall be maintained on a need to know basis. a. All interested and involved parties shall present the grievance to the SCSEP State Director in writing. b. Copies of all written grievance statements shall be made available to both sides. Rebuttals to the grievance or written comments of witnesses may remain confidential at the discretion of the SCSEP State Director. c. The SCSEP State Director shall conduct an investigation of the grievance and conduct interviews to obtain additional information from both sides, as well as witnesses, through an informal process. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 37

39 ABLE SCSEP GENERAL POLICIES AND PROCEDURES d. The SCSEP State Director must document all meetings in writing. Names of witnesses may be held confidential if requested by the witness or at the judgment of the SCSEP State Director. e. The SCSEP State Director shall render a decision within ten (10) working days based on information in the written statements and his/her independent investigation. f. The decision, including justification for the decision, shall be documented in writing to all involved parties. g. The SCSEP State Director may seek counsel and support from outside agencies, as needed, to resolve the issue as effectively as possible. h. Documentation shall be maintained regarding the findings at both the local SCSEP site as well as National Able Network. i. If the grievance is not satisfactorily resolved at the State Director level, the SCSEP Participant may appeal in writing to the National Able Network s Vice President of Senior, Veterans and Employer Services or another appropriate SCSEP Representative. The appeal must be mailed within 10 working days after the SCSEP Participant receives the State Director s decision. If the complaint has not been resolved within 60 days and involves allegations of violations of federal law, a complaint may be filed with the Regional Office of the Department of Labor Employment and Training Administration, 25 New Sudbury Street, JFK Federal Bldg., Room E-350, Boston, MA If the complaint alleges discrimination it should be directed to the Office of Civil Rights, Department of Labor, 200 Constitution Avenue, Washington DC NATIONAL ABLE NETWORK

40 ABLE SCSEP GENERAL POLICIES AND PROCEDURES TERMINATION POLICY At the time of enrollment and orientation, a SCSEP Representative will verbally review the termination policy with each participant. The SCSEP Representative must review all of the requirements of the Program Handbook with each participant at the time of enrollment and again at recertification. This information will be documented in the Participant Acknowledgement of Terms of Enrollment that each participant signs when they receive the handbook. The National Able Network Termination Policy and Grievance Procedure are particularly important components of the Handbook review. This policy must be applied fairly and consistently. Participants cannot be terminated due to age and participants should only be terminated when it is clear that a program violation has occurred and a record of the issue and or incident is properly recorded in the participant s program file. When possible, participants should be referred to other community resources for assistance. Any termination described below will be consistent with administrative guidelines issued by the Department of Labor. All participants must receive a written notice 30 days prior to any termination. The notice must inform them that the termination is subject to National Able Network s grievance policy, and a copy of that policy must be attached to the termination notice. Reasons and Process for Termination: Participants may only be terminated for the reasons (1-7) described below. National Able Network will not impose an upper age limit for participation in the SCSEP. National Able Network will seek to avoid termination whenever possible, and will use progressive discipline and corrective action as described below, except in the case of serious violations, such as fraud, violence, or threats to health or safety. 1. Termination Due to Provision of False Information: If, at any time, National Able Network determines that a participant was incorrectly declared eligible as a result of false information knowingly given by the participant, National Able Network will immediately give the participant written notice explaining the reason(s) for termination and will terminate the participant 30 days after it has provided the participant with written notice. The participant will be removed immediately from the host agency and placed on leave without pay during the 30-day notice period. 2. Termination Due to Income Ineligibility Determined at Recertification: If, at any time, National Able Network finds a participant to be no longer eligible for enrollment, National Able Network will give the participant written notice explaining the reason(s) for termination and the right to file an appeal during the 30 day notice period. The participant will be allowed to continue the host agency assignment during the 30-day notice period. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 39

41 ABLE SCSEP GENERAL POLICIES AND PROCEDURES 3. Termination Due to Incorrect Initial Eligibility Determination: If, at any time, National Able Network determines that it incorrectly determined a participant to be eligible for the program through no fault of the participant, National Able Network will give the participant immediate written notice explaining the reason(s) for termination and will terminate the participant 30 days after it has provided the participant with written notice. The participant will be allowed to continue the host agency assignment during the 30-day notice period. 4. Entering Unsubsidized Employment: If National Able Network determines that a participant entered unsubsidized employment while enrolled, the participant will be removed immediately from the host agency, be placed on leave without pay, and terminated no sooner than 30 days after issuance of a written notice which outlines the reason for termination and the right to file an appeal. 5. Termination Due to 48 Month Durational Limit: All participants whose durational limit termination date is after October 31, 2011 will be terminated when he or she meets SCSEP s 48 Month Individual Durational Limit Policy with no possibility of waivers. National Able Network has a no-waiver policy. National Able Network will give the participant written notice 30 days before the 48 month maximum participation date explaining the reason(s) for termination and will terminate the participant 30 days after it has provided the participant with written notice. The participant will be allowed to continue the host agency assignment during the 30-day notice period. 6. Termination for Cause: Participants may be terminated for cause when he or she commits willful misconduct that conflicts with the terms or goals of the program, including intentional violations of reasonable program rules and directives, or for failure to comply with the terms of the Individual Development Plan (IDP) without good cause. In most cases, the participant must be given one verbal and one written warning with specific corrective measures that must be taken to resolve the problem so that he or she will have a meaningful opportunity to correct the behavior. The participant may be terminated no sooner than 30 days after issuance of a written notice which outlines the reason for termination and the right to file an appeal. The participant will be permitted to remain at the host agency during the 30 day notice period, except for serious violations like fraud, violence, threatening, destroying or stealing property, or abusive or harassing language or behavior. In this case, the participant may be placed on leave without pay during the 30-day notice. Terminations for cause may include, but are not limited to: a) Falsification of official records such as timesheets b) Physical violence or intentional destruction of property c) Obscene, abusive, harassing or threatening language or behavior 40 NATIONAL ABLE NETWORK

42 ABLE SCSEP GENERAL POLICIES AND PROCEDURES d) Workplace harassment or discrimination on the basis of sex, race, color, religion, national origin, age, marital status, or disability e) Causing an imminent threat to health or safety f) Violation of approved break policy, including failure to return from an approved break by the required date without due notice or good cause g) Insubordination, that is, intentionally refusing to carry out the direction or instructions of a host agency supervisor or National Able Network staff member without good cause h) Failure without good cause to maintain contact with their Case Manager a minimum of bi-monthly i) Failure to cooperate in providing program eligibility information at recertification j) Three or more unauthorized absences from the host agency/training site without good cause or proper notice or a pattern of unexcused tardiness k) Consuming, selling, purchasing, manufacturing, distributing, possessing or using any illegal or non-prescribed drug, or being under the influence of alcohol and or drugs, while performing the host agency assignment or while carrying out objectives required by the IDP. Legally prescribed medications are excluded if they do not affect the participant s ability to perform his or her duties or the safety of the participant or others. l) Theft or destruction of property m) Intentional loss, damage, destruction, or disclosure, or unauthorized use of property, records, or information n) Conviction of a felony or of any criminal drug statute for a violation occurring in the workplace while on or off duty, or while on duty away from the workplace 7. IDP-Related Terminations: Participants may be terminated from the program who display a pattern of consistent and conscious failure to follow the steps mutually agreed upon and outlined in the IDP and with other terms and conditions of the IDP without good cause, including: a) Refusal to accept two job offers or referrals for employment consistent with his or her IDP without good cause or extenuating circumstances that would hinder the participant from moving to unsubsidized employment b) Refusal to register and follow up with the local One-Stop Career Center for unsubsidized employment opportunities c) Refusal to regularly attend training and employment meetings SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 41

43 ABLE SCSEP GENERAL POLICIES AND PROCEDURES d) Failure to submit a job search log as required. Failure to accept and participate in training opportunities outlined in the IDP e) Failure to accept a new community service assignment to enhance skill development in support of IDP goals f) Failure to accept supportive services that will enhance his/her ability to participate in a community service assignment consistent with IDP 8. Cumulative Leave of Absence-Related Terminations: Participants may be on Leave of Absence no more than 30 calendar days in any program year. This is a cumulative total for the entire program year and will be strictly enforced. Able wants to ensure all participants are treated fairly and equally and are able to fully experience the goals of the Senior Community Service Employment Program (SCSEP). Disciplinary/Termination Process for IDP-related Terminations: Before the notice of termination may be issued, the following progressive disciplinary procedure must be applied: a) The participant must be given one verbal warning (that must be documented in a case note), followed by one written warning if the behavior persists. The written warning should contain specific corrective measures that must be taken to resolve the problem so that he or she will have a meaningful opportunity to correct the behavior. If the participant refuses to work on resolving the IDP violations or the corrective measures, the 30-day termination letter may be issued. The participant will remain at the host agency during the 30-day notice period. b) Such terminations for failure to comply with the IDP should occur only after all options have been exhausted and the participant has been provided the required verbal and written notices. When it is determined that the participant s actions are not consistent with the IDP, National Able Network Staff must explore the cause in each case. To avoid termination, it may be appropriate to modify the IDP and offer the participant an alternative community service position. If upon reassessment, it is determined that unsubsidized employment is no longer a feasible goal for the participant, the IDP must be modified to reflect other goals and actions that will lead to self-sufficiency. When violations are identified, National Able Network staff must fully document specific and verifiable information relating to the violation. A Notice of Intent to Terminate must be submitted to the SCSEP State Director prior to any IDP-Related Terminations. 42 NATIONAL ABLE NETWORK

44 ABLE SCSEP GENERAL POLICIES AND PROCEDURES c) There must be an obvious relationship between the program termination and the IDP. Goals, activities and desired outcomes must be clearly defined in the IDP and staff must directly link the program violation to specific duties and responsibilities in the IDP that the participant was unable or unwilling to perform, such as: referred, and refused to attend job search, workshops, job interviews, training or other activities consistent with his or her IDP. Disciplinary/Termination Process for Disciplinary Reasons: The responsible Area Program Manager will review the case with the State Director to establish the appropriate course of action. National Able Network reserves the right to move directly to termination for serious violations such as violence, threatening, or fraud, but normally the termination process will include the following steps. Most steps in the disciplinary and termination process will be carried out by two National Able Network staff persons, if possible. The process for terminating a participant for disciplinary reasons must follow the steps outlined below: Step One: Documented Verbal Warning The National Able Network Staff member verbally warns the participant, completes a Case Note, and puts a copy of the Case Note in the participant s file, within 10 days of issuance. Step Two: Written Warning The National Able Network Staff member will complete a Warning Report. This will be discussed with the Management Team and based on the violation, could be given in person or via the telephone. A copy will be sent to the participant and a copy will be put in the participant s file, within 10 days of issuance. Follow-up to assess improvement or additional corrective action will occur within 30 days of the Written Warning. Step Three: Corrective Action A National Able Network Staff member completes a Corrective Action. This will be discussed with the State Director and may be delivered in person. This may also be the Final Warning. The Corrective Action will be for a period no longer than 90-days. The National Able Network Staff member will provide a written progress evaluation, with a copy sent to the participant. Step Four: Termination A National Able Network Staff member will write a letter to the participant informing him or her of the reason(s) for termination and the effective date, which must be a minimum of 30 days after the issuance of the letter. This letter will specifically reference the infraction and include the person s right of appeal in accordance with the Grievance Procedure in the Program Handbook. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 43

45 ABLE SCSEP GENERAL POLICIES AND PROCEDURES The termination letter will be sent by the State Director with copies to the Vice President of Senior Services. The letter will: a) Inform the participant that she/he is being terminated from the program. b) Inform the participant of his or her last day at the training site or inform the participant that he/she is being placed on a 30 day unpaid leave of absence until the exit date. During this time SCSEP staff may be available to assist the participant in job search activities. c) Inform the participant of the right to appeal by implementing the Grievance Procedure outlined in the Program Handbook. d) Include exit paperwork for the participant s signature. e) Include final time sheet for the participant to complete. All terminations and related violations will be considered on a case-by-case basis. 44 NATIONAL ABLE NETWORK

46 LEAVE OF ABSENCE (LOA) POLICY AND PROCEDURES LEAVE OF ABSENCE (LOA) POLICY AND PROCEDURES SCSEP Participants may take a leave of absence (LOA) from their CSA. There are two types of leaves of absence that a participant may take: Voluntary and Medical. LOAs, whether medical or voluntary, will be granted for up to 30 calendar days (cumulatively) per program year. PROCESS VOLUNTARY LEAVE 1. The Participant must give their Host Agency Supervisor and Client Services Representative adequate notice of the time off requested, at least one week s notice at a minimum. 2. Participants who miss less than 3 days may make up missed time (with permission of site supervisor) only during the same two-week pay period without loss of hours/ compensation. 3. If a Participant requires more than 3 days off from the Training Assignment, a LEAVE OF ABSENCE FORM with the scheduled date of return must be submitted to their primary SCSEP office for signature by the Client Services Representative. 4. At receipt of the Time off Request Form, the SCSEP State Director must confirm via SPARQ to determine how many days of leave the Participant used previously in the program year, and if the full current LOA request can be accommodated. The scheduled return date on the time off request form should be changed, if necessary, so the participant does not exceed the program year LOA maximum of 30 calendar days. Any changes will be communicated with the Participant. 5. A copy of the signed form will be mailed to the Participant s home address that is on file. The time off request form also serves as 30-day notice of exit, from the beginning of the approved leave time. If the participant does not return to his/her host agency by their scheduled return date identified on the time off request form, she/he will be exited from the program effective the day after the scheduled date of return. 6. The Client Services Representative will have regular contact with the participant during the Participant s LOA. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 45

47 LEAVE OF ABSENCE (LOA) POLICY AND PROCEDURES 7. If the participant does not return by the scheduled return date identified on the time off request form, she/he will be notified in writing that they have been exited from the program, and encouraged to reapply when they are ready to participate in the program again. 8. Additional leave time beyond the 30 days in one program year is not permissible. MEDICAL LEAVE 1. A LEAVE OF ABSENCE FORM with a scheduled date of return must be completed by the Participant, if possible, or the SCSEP Representative. The scheduled date of return will be the date that the Participant identified as when she/he will return to their Training Site, (not to exceed 30 calendar days)or the number of leave days the Participant has remaining for the program year. The SCSEP Representative should enter the LOA into SPARQ as soon as she/he is made aware of it. 2. The SCSEP Representative must check SPARQ to determine how many days of leave the Participant used previously in the program year to establish how many days of leave the participant has available for this LOA. 3. A copy of the time off request form signed by the SCSEP Representative will be mailed to the participant s home address that is on file, along with a copy of National Able Network s LOA policy. The time off request form serves as 30-day notice of exit, meaning if the participant does not return to their host agency by the return date identified on the time off request form, she/he will be exited from the program effective the day after the scheduled date of return. If exit from SCSEP is determined to be for medical reason, participants may be asked to provide additional documentation. 4. The SCSEP Representative will have regular contact with the participant during the Participant s LOA. 5. If the participant does not return by the scheduled return date identified on the time off request form, she/he will be notified that they have been exited from the program, and encouraged to reapply when they are able to participate in the program again. 6. Additional leave time beyond the 30 days in one program year is not permissible. Please note that, for a Medical LOA of 5 calendar days or more, a physician s authorization is required in order for the participant to return to training at their CSA. 46 NATIONAL ABLE NETWORK

48 PARTICIPANT ACKNOWLEDGEMENT OF TERMS OF ENROLLMENT FORM PARTICIPANT ACKNOWLEDGEMENT OF TERMS OF ENROLLMENT FORM 1. I agree to participate fully with SCSEP Staff in developing a plan of action for my training and development. This cooperation will include completion of an assessment of my skills and interests, and completion of my Individual Development Plan (IDP). 2. I understand that the SCSEP is not employment, but a subsidized training program designed to assist me with enhancing employability skills. 3. I understand that SCSEP is a government subsidized training program and that I will not be eligible to apply for or receive Unemployment Insurance Benefits if I am terminated or leave the program for any reason. 4. I agree to perform the assigned duties to the best of my ability. The assigned duties are those listed on a Community Service Assignment (CSA) Description. I will inform SCSEP staff if I am requested to perform duties not in my CSA Description and will not perform these duties without the written approval of the SCSEP Representative. 5. I agree to attend all trainings, classes, job or resource fairs, employment support, social service appointments, networking activities and employment interviews as required by my IDP. 6. I agree to accept periodic rotations to new CSAs as may be required. I understand that these rotations are designed to improve my marketable skills in the job market; to assist in developing a path to self-sufficiency; or may be required as the needs of the CSA dictates. I understand that I am assigned to the CSA, by National Able Network who will determine assignments based on my IDP Goals. 7. I understand that my enrollment in the SCSEP and the number of CSA Hours I can provide depend on the availability of funds. I understand that my hours could be reduced due to lack of funds. 8. I agree to complete and submit reports, documentation, and evaluations as requested by SCSEP Representatives in a timely manner. 9. I understand that volunteering is activity that SCSEP encourages, but volunteering extra time at my CSA without pay or compensatory time is prohibited and in violation of the U.S. Fair Labor Standards Act. 10. I understand that I will receive a semi-annual IDP review and assessment to review and update my goals and to ensure program compliance. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 47

49 PARTICIPANT ACKNOWLEDGEMENT OF TERMS OF ENROLLMENT FORM 11. I understand that my eligibility for SCSEP participation is subject to annual recertification of financial information. 12. I have read and agreed to comply with the SCSEP Payroll Policy and understand that all payments I receive will be through Direct Deposit into my bank account or through a debit card program. National Able Network does not provide paper checks or paystubs. Participants will be issued a user ID for electronic access to all payroll information. 13. I have read and understand the polices regarding termination from SCSEP for cumulative LOA, IDP-Related terminations and Terminations for Cause and understand that I will be subject to all SCSEP rules and regulations. I understand that there are specific performance expectations and a 48 month durational limit to participation in SCSEP. 14. I have read and agreed to follow the SCSEP Grievance Procedures. 15. I understand that violation of any of the above may result in disciplinary action, including termination from the SCSEP. 16. I hereby authorize my employer to release to National Able Network information regarding my employment status and wages for a period of thirteen months from the date of my exit from the SCSEP. This information may be used solely for statistical purposes and may not be disclosed to anyone not connected to the SCSEP for individual purposes. 17. I have participated in a SCSEP Orientation and received a SCSEP Handbook. The Handbook outlines my responsibility as a SCSEP Participant; the responsibility of the CSA, and the policies and guidelines of National Able Network s SCSEP. 18. Additions or exceptions to above: PARTICIPANT NAME PARTICIPANT SIGNATURE DATE SCSEP REPRESENTATIVE NAME SCSEP REPRESENTATIVE TITLE SCSEP REPRESENTATIVE SIGNATURE DATE 48 NATIONAL ABLE NETWORK

50 PARTICIPANT ACKNOWLEDGEMENT OF TERMS OF ENROLLMENT FORM PARTICIPANT ACKNOWLEDGEMENT OF TERMS OF ENROLLMENT FORM 1. I agree to participate fully with SCSEP Staff in developing a plan of action for my training and development. This cooperation will include completion of an assessment of my skills and interests, and completion of my Individual Development Plan (IDP). 2. I understand that the SCSEP is not employment, but a subsidized training program designed to assist me with enhancing employability skills. 3. I understand that SCSEP is a government subsidized training program and that I will not be eligible to apply for or receive Unemployment Insurance Benefits if I am terminated or leave the program for any reason. 4. I agree to perform the assigned duties to the best of my ability. The assigned duties are those listed on a Community Service Assignment (CSA) Description. I will inform SCSEP staff if I am requested to perform duties not in my CSA Description and will not perform these duties without the written approval of the SCSEP Representative. 5. I agree to attend all trainings, classes, job or resource fairs, employment support, social service appointments, networking activities and employment interviews as required by my IDP. 6. I agree to accept periodic rotations to new CSAs as may be required. I understand that these rotations are designed to improve my marketable skills in the job market; to assist in developing a path to self-sufficiency; or may be required as the needs of the CSA dictates. I understand that I am assigned to the CSA, by National Able Network who will determine assignments based on my IDP Goals. 7. I understand that my enrollment in the SCSEP and the number of CSA Hours I can provide depend on the availability of funds. I understand that my hours could be reduced due to lack of funds. 8. I agree to complete and submit reports, documentation, and evaluations as requested by SCSEP Representatives in a timely manner. 9. I understand that volunteering is activity that SCSEP encourages, but volunteering extra time at my CSA without pay or compensatory time is prohibited and in violation of the U.S. Fair Labor Standards Act. 10. I understand that I will receive a semi-annual IDP review and assessment to review and update my goals and to ensure program compliance. SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 49

51 PARTICIPANT ACKNOWLEDGEMENT OF TERMS OF ENROLLMENT FORM 11. I understand that my eligibility for SCSEP participation is subject to annual recertification of financial information. 12. I have read and agreed to comply with the SCSEP Payroll Policy and understand that all payments I receive will be through Direct Deposit into my bank account or through a debit card program. National Able Network does not provide paper checks or paystubs. Participants will be issued a user ID for electronic access to all payroll information. 13. I have read and understand the polices regarding termination from SCSEP for cumulative LOA, IDP-Related terminations and Terminations for Cause and understand that I will be subject to all SCSEP rules and regulations. I understand that there are specific performance expectations and a 48 month durational limit to participation in SCSEP. 14. I have read and agreed to follow the SCSEP Grievance Procedures. 15. I understand that violation of any of the above may result in disciplinary action, including termination from the SCSEP. 16. I hereby authorize my employer to release to National Able Network information regarding my employment status and wages for a period of thirteen months from the date of my exit from the SCSEP. This information may be used solely for statistical purposes and may not be disclosed to anyone not connected to the SCSEP for individual purposes. 17. I have participated in a SCSEP Orientation and received a SCSEP Handbook. The Handbook outlines my responsibility as a SCSEP Participant; the responsibility of the CSA, and the policies and guidelines of National Able Network s SCSEP. 18. Additions or exceptions to above: PARTICIPANT NAME PARTICIPANT SIGNATURE DATE SCSEP REPRESENTATIVE NAME SCSEP REPRESENTATIVE TITLE SCSEP REPRESENTATIVE SIGNATURE DATE 50 NATIONAL ABLE NETWORK

52 NOTES SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM HANDBOOK 51