1014-1 GOOD CAUSE (ATAP Manual Section 723-1)
Exploring good cause: It is the work services case manager’s responsibility to explore and consider good cause prior to requesting a penalty. All good cause considerations should be reviewed based on information gathered during the client’s Employability Assessment and subsequent contact. If partner agencies are involved with the client, those partners may have additional information available to support or disprove a good cause claim.
Supporting a good cause claim: When a client has discussed a situation that may be considered good cause, the case manager will support the client in collecting the documentation necessary for explaining good cause to the caseworker who will confirm whether their situation meets the criteria and there is adequate documentation. The case manager must notify the caseworker by email and set and alert to request ending a penalty as per the (Statewide Process Management Guide, page 8). The case manager must include the type of good cause and date it began.
Documenting Good Cause: The case manager will document in CLNO the conversations and interactions with each client pertaining to their pursuit of self-sufficiency. CLNO documentation of good cause may contain details about the situation, family or household members involved and health or safety related specifics.
CANO documentation is more restricted and should not contain specific details that are not necessary in determining the eligibility of the case.
If Good Cause Exists and no penalty is requested the CLNO will document the good cause and dates it existed:
Examples:
Martha’s FSSP has expired. The case manager is not requesting
a penalty at this time due to Good Cause as Martha was unable to meet
last week, as she was in the hospital on 11/16. FSSP development
is scheduled for next week 12/3.
Or
Adam’s job with My-T Big Tires has ended effective 11/30. The
case manager does not recommend a job quit disqualification due to Good
Cause because his wages were reduced.
If no penalty or disqualification has been requested there is no need to document good cause in a CANO EXCEPT in cases where the client has ended or refused employment and could be subject to a job quit or refusal disqualification.
Example:
Adam’s job with My-T Big Tires has ended effective 11/30. The
case manager does not recommend a job quit disqualification due to Good
Cause because his wages were reduced.
If Good Cause does not exist, the case manager will include in their request for a penalty that good cause has been considered and how the determination was made that Good Cause does not exist.
Example CLNO:
Kaylee hasn’t attended Job Club and hasn’t engaged in Work Search as per
her FSSP since 11/5. I
made 4 attempts to call Kaylee last week (see CLNO’s),
left messages, and didn’t hear back from her. I left a message
that I would stop by Kaylee’s home and meet with her there on 11/26. She
told me that she doesn’t want to look for work right now. We
discussed program requirements and explored her options, she says she
understands she will be penalized if she doesn’t participate in activities
and doesn’t have good cause. Requested penalty, set alert and
sent email.
Example CANO:
Kaylee hasn’t attended Job Club and hasn’t engaged in Work Search as per
her FSSP since 11/5. Did
home visit 11/26 and no good cause was found. Requesting penalty
set and sent email 11/27.
There may be times that a client is penalized and later presents Good Cause information to the caseworker. The case workers will CANO the information received and their determination of whether the criteria have been met and take action on the case. Good Cause requirements can be found in (ATAP Manual Section 723-1 C).
If the case manager disagrees with the caseworker’s decision, they will discuss, as appropriate, with their supervisor and if necessary, seek guidance from WSTA@alaska.gov or DPAPolicy@alaska.gov.
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