SECTION 340:10-2-2. Sanction process

(a)   Applicability. The sanction process provides for the determination of good cause and the use of penalties for individuals who refuse or fail to participate in assigned work activities.

(b)   Failure or refusal to participate. It is the responsibility of the worker to make the determination that an individual has refused or failed to participate without good cause in an assigned work activity.

(1)   Refusal to participate occurs when an applicant or recipient states orally or in writing that he or she will not participate or continue to participate in work activities. Refusal also occurs when an individual's action or inaction indicates the individual, without good cause for refusing, will not participate in the program.

(2)   Failure to participate in the program includes failure to:

(A)   assist in the assessment and development of employability plans that includes screening for substance abuse and literacy;

(B)   attend orientation, scheduled meetings, or assessments;

(C)   maintain a minimum of required hours in scheduled activities;

(D)   accept or maintain appropriate employment;

(E)   report absences from the work activity to the worker, facility coordinator, or employer;

(F)   comply with a substance abuse treatment plan; or

(G)   follow the rules of the facility or employer.

(c)   Failure to participate without good cause. The worker must contact the individual to determine good cause. If it is determined at this contact that good cause does exist, the worker assists the individual with either updating the employability plan or helping the individual resume the activity as soon as possible. If it is determined there is not good cause for failure to participate or no contact was completed, the worker closes or denies the cash assistance.

(d)   Determination of good cause. All good cause situations are temporary in nature. An individual may have good cause for refusing or failing to participate in Temporary Assistance for Needy Families (TANF) Work. The worker determines whether or not good cause exists.

(e)   Procedure following denial of cash assistance. When an application for cash assistance is denied for failure to participate in the work activity without good cause, a new application must be completed.

(f)   Procedures following termination of cash assistance.

(1)   When there has been no contact with the individual 30 calendar days after the effective date of closure, the worker makes a home visit to determine the family's circumstances and offers appropriate services, unless the worker's personal safety is in question.

(2)   Individuals who agree to participate within 60 calendar days of the date of the benefit termination may have their benefit reopened on reconsideration of the administrative action after the individual participates in an agreed upon appropriate activity for a specified length of time. If an appropriate activity is not available due to the client's previous behavior, the case remains closed. The effective date of the reopen action is dependent upon the successful participation of the individual in an assigned work activity and the circumstances of the case.

(g)   TANF hearing. An individual who responds to a written notice of denial or termination of cash assistance as a result of failure or refusal to participate in work activities, and the matter cannot be resolved locally, is assisted in requesting a hearing before a hearing officer in accordance with OAC 340:2-5.

(h)   Grievances and appeals by employees of Work Experience Program (WEP), Subsidized Employment Program (SEP), and On-the-Job Training (OJT) facilities. Grievances may be filed by employees of facilities where TANF work participants are assigned to WEP, SEP, or OJT, when they believe they have been harmed by the violation of one of the assurances in paragraph (1) of this subsection.

(1)   WEP, SEP, or OJT assignments must not result in the filling of any established vacancy which:

(A)   results in the displacement of any currently employed worker or position, including partial displacement, such as a reduction in hours or non-overtime work, wages, or employment benefits;

(B)   impairs existing contracts for services;

(C)   results in the employment or assignment of a participant, or the filling of a position, when any other person is on lay-off from the same organizational unit, or when an employer has terminated any employee or otherwise reduced its work force with the effect of filling the vacancy created by hiring a participant whose wages are subsidized under this program; or

(D)   infringes in any way upon promotional opportunities of any currently employed individual.

(2)   If an employee or authorized representative wishes to file a grievance for any of the reasons stated in paragraph (1) of this subsection, the request is submitted in writing to the attention of the county director of the county in which the alleged violation occurred. The request:

(A)   contains the date of the request, the date of the alleged violation, and a description of the alleged violation including the effect on the employee;

(B)   is signed by the employee or authorized representative; and

(C)   includes the mailing address and telephone number of the person signing the request.

(3)   The worker contacts the individual making the request within ten calendar days from the date of receipt of the request in the local office, and attempts to resolve the grievance on an informal basis.

(A)   When the grievance cannot be resolved on an informal basis within the ten calendar days, the case is referred to the county director for review and assistance in resolving the grievance.

(B)   If the grievance is not resolved within ten calendar days from the date of referral to the county director, the worker notifies the employee in writing of the:

(i)   point(s) still at issue in the grievance; and

(ii)   right to request a fair hearing within 30 calendar days of the date of this decision.

(C)   The 20-day period allowed for resolution of the grievance is part of the 90-day period allowed for disposition of the appeal if the employee appeals.

[Source: Added at 15 Ok Reg 145, eff 11-1-97 (emergency); Added at 15 Ok Reg 897, eff 2-1-98 (emergency); Added at 15 Ok Reg 1277, eff 3-1-98 (emergency); Added at 15 Ok Reg 2616, eff 6-25-98; Amended at 16 Ok Reg 2076, eff 6-1-99 (emergency); Amended at 17 Ok Reg 2271, eff 5-1-00 (preemptive); Amended at 23 Ok Reg 980, eff 6-1-06; Amended at 27 Ok Reg 1173, eff 6-1-10; Amended at 28 Ok Reg 781, eff 6-1-11]