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TRA Weekly Request for Allowances (TRA-858A) :: UI Calendars |
Important Information To Record About TRA / TAA For Reference
The Trade Act of 1974 (as amended in the Trade Act of 2002) is a federal program that provides special assistance to workers who produce articles that are subject to import competition and who lose their jobs or whose hours of work and wages are reduced as a result of increased foreign imports or, under certain conditions, a shift of production outside the United States.
The goal of the Trade Adjustment Assistance (TAA) program is to help dislocated workers obtain new suitable employment as quickly as possible. Suitable employment is defined as a job of equal or higher skill level with wages not less than 80% of those earned at adversely affected employment at the time of layoff.
TAA includes a variety of benefits and services to help workers prepare for or obtain new employment:
After all regular state unemployment insurance (UI) benefits have been paid; workers may also receive extra weekly unemployment payments for income support called Trade Readjustment Allowances (TRA) if they are participating in approved job seeking or training activities.
Wisconsin’s Division of Unemployment Insurance (TRA) and Division of Employment & Training (TAA) act as agents of the U.S. Department of Labor in administering the TRA & TAA program.
The purpose of this site is to give workers information about:
Note: The information provided here is general program information and is not meant to be all inclusive or to cover every detail or scenario. Each individual’s situation is unique and not everyone is eligible for every benefit.
The participant must consult with program coordinators ahead of time to receive authorization to access each benefit.
Trade Adjustment Assistance (TAA) is available only to those persons certified by the U.S. Department of Labor as eligible to apply. Current law covers workers who produce articles that are subject to import competition and also covers shifts in production to Free Trade Agreement-partner or certain preference program countries. To become certified, a petition must be filed with the Federal Division of Trade Adjustment Assistance. Petitions may be filed by a company or employer, a group of three or more workers, their union, or another authorized representative.
Petitions can be directly downloaded from the U.S. Department of Labor web site: www.doleta.gov/tradeact/
Petitions can also be obtained from a local Job Center. To find a local Wisconsin Job Center visit: www.wisconsinjobcenter.org or call 1-888-258-9966.
After the petition is filed, the Department of Labor will conduct a fact-finding investigation to determine whether increased imports have contributed significantly to a decrease in sales and production and to worker layoffs in a particular company or its subdivision. If the Department of Labor finds that the company or its subdivision has been adversely impacted by imports, the affected group of workers is certified as eligible to apply for TAA. News media may provide notice of an affected company’s certification. The certified petition will give an “Impact Date”. The impact date can be “Retroactive” up to one year before the date the petition was filed. The expiration date is normally two years from the date the certification is issued. Affected workers who are laid off due to a lack of work between the impact date and expiration date are eligible for TAA assistance.
If a petition is denied, a request for reconsideration can be filed within thirty days. Petitions and requests for reconsideration are filed at:
United States Department of Labor
Employment and Training Administration
Division of Trade Adjustment Assistance Room C-5311
200 Constitution Avenue NW
Washington DC 20210-0001
Telephone: 202-693-3560
Fax: 202-693-3584 or 3585
Web site: www.doleta.gov/tradeact/
If the reconsideration is also denied, a Judicial Review may be requested within sixty days after the denial. Requests for Judicial Review are filed at:
U.S. Court of International Trade
Case Management Supervisor
One Federal Plaza
New York NY 10007
Telephone: 212-264-2031
If group eligibility has been certified, it does not ensure an individual’s eligibility. It is mandatory for each affected worker to file an individual application for TAA & TRA to determine eligibility. The affected employer or the workers’ union may assist in identifying potentially affected workers, as well as use of the state Unemployment Insurance (UI) system. In most cases, identified workers will be mailed an invitation to attend a group meeting, indicating when and where to file an initial application for TAA & TRA benefits. Unfortunately, initial applications for TAA & TRA cannot be filed via telephone or internet.
The Trade Reform Act of 2002 created deadlines for obtaining certain benefits and services of the Trade program. To be eligible for weekly TRA and HCTC (Health Coverage Tax Credit) benefits, workers must enroll in TAA training or be waived from the training requirement within eight weeks of the certification date or sixteen weeks of the most recent qualifying separation, whichever is later. It is extremely important that workers make timely applications for TRA, even if they do not need any of the Trade Program benefits at the present time. Under specific circumstances, some Trade Program benefits may be available to a participant at a later date, but only if they meet specified deadlines now. There are no good cause provisions for missing application deadlines. A failure to meet these training or waiver deadlines will result in the loss of all TRA--up to 104 weeks of checks--and HCTC Benefits.
After applying, UI will issue a computation (via mail usually within five weeks) regarding each worker’s individual eligibility for assistance. To be eligible for TAA & TRA, workers must have been laid off due to lack of work from adversely affected employment on or after the “Impact Date” and before the expiration date of the certification.
Wisconsin’s Unemployment Insurance (UI) is a state benefit program. Trade Adjustment Assistance (TAA) is a federal extended benefit program. The two programs have different laws, regulations, requirements and provisions for receiving benefits. Among the differences is the work search requirement. If the state UI division has instructed a worker to conduct a work search, simply applying for TAA & TRA does not waive that state UI work search requirement.
UI administrative rules have different criteria for waiver of the work search requirement. It is likely that if a waiver of the work search requirement applied to a state UI claim, it will not apply to a federal TRA & TAA claim.
TAA regulations allow a waiver of the work search requirement ONLY when the participant is enrolled in and attending full time Trade approvable training. Only a TAA Coordinator can waive the work search requirement.
If a Training Waiver applies, enrollment in training is not required. During a training waiver, a weekly work search is mandatory. Participants with training waivers must also be able and available for full time work. See the Training Waiver section for information about the benefit.
If not enrolled in training, the participant must make a systematic and sustained search for work in order to receive a TRA weekly benefit check.
The Trade requirements are two job contacts on two different days for each week that will be claimed. Participants should contact employers with job listings they are qualified for. When possible, keep the evidence of the opening (i.e., cut out the newspaper help wanted ad or print out a copy of the online listing) and include it when the work search is returned. In person contacts are preferred. Telephone, mail or internet contacts are acceptable only if the employer cannot be contacted in person or this is the customary method of applying for this type of work. Repeat contacts are not acceptable unless asked by the employer to come back. Viewing job leads at the Job Center or looking at the newspaper want-ads DOES NOT count as an employer contact. Contacts made with employers for whom it is obvious there are no jobs available will be questioned. An adequate search is required each week.
A TAA coordinator will provide a work search record form with instructions regarding completion and return procedures. The participant will be responsible for recording what type of, when, where and how work was sought each week, as well as returning the record to the TAA coordinator as required.
The work search record will be reviewed every four weeks by the TAA coordinator. Weekly TRA checks will be held if the work search record is not received timely.
If an adequate, sustained search for work is not conducted for a week, a weekly TRA claim should not be filed, otherwise benefits will be suspended. If a week or weeks is skipped, contact a TRA coordinator to resume the TRA claim.
If a week is paid in which no work search was conducted or sufficient evidence of an adequate work search was not presented, an overpayment of TRA will result. Weekly benefits will also be suspended until the participant has subsequently worked in covered employment a minimum of four weeks and earned gross wages equaling four times the full weekly TRA benefit rate.
Additional and Remedial TRA benefits are never payable while conducting a work search.
If suitable employment is not available, unemployed affected workers are entitled to job training to acquire a new skill. Training, including tuition, books and supplies deemed necessary, will be paid for. If the training facility is beyond normal commuting distance, transportation, travel mileage, lodging and meal costs may also be paid at current federal rates.
The training expense benefit is available only to affected workers laid off for lack of work after the impact date and before the expiration date specified in the Trade certification, and as long as it can be paid for by federal, state, employer, or private sources other than the individual worker.
Job search assistance is a benefit which reimburses the worker up to 90% of the transportation, lodging and meal costs up to a maximum of $1,250, for looking for work outside a worker’s local employment area.
If travel to the area is by private vehicle, a mileage allowance is available. Reimbursement for mileage, lodging and meal costs are determined by current federal rates.
The worker must have been laid off for lack of work after the impact date and before the expiration date specified in the Trade certification.
The application for job search allowance must be filed before making the out of area work search, and within one year of the date of the Trade certification, the worker’s last day of work with the affected employer, or within six months of completion of training, whichever occurred latest. The worker must receive a referral to a job, have a job interview, and be certified that obtaining long term employment in the local labor market is not feasible. Documentation of a job referral or interview is required.
To receive reimbursement, original receipts must be provided for all actual costs for travel by public and private transportation, lodging and meals. An application for this benefit can be obtained through a TAA coordinator.
Relocation assistance is a once only benefit which pays 90% of necessary moving expenses to help move the worker, family and household goods outside of the labor market area to a new location. In addition, a lump sum payment of three times weekly wages not to exceed $1,250 is allowed. This is meant to cover incidental expenses not otherwise specifically reimbursed by TAA.
Relocation expense generally includes vehicle mileage, meals and lodging while en route, commercial carrier or truck rental costs, and limited storage if necessary. All costs are reimbursed at 90% of the current federal rate allowed.
The worker must have been laid off for lack of work after the impact date and before the expiration date specified in the Trade certification.
The application for relocation allowances must be filed before moving begins, and within fourteen months of the date of the Trade certification, the worker’s last day of work with the affected employer, or within six months of completion of training, whichever occurred latest.
The worker must have obtained a new job or bona fide offer (suitable work paying at least 80% of previous wages) before moving, and be certified that obtaining long term employment in the local labor market is not feasible. Documentation is required of job offer to include position, pay, start date and any relocation benefit offered by the new employer.
At least two written estimates of moving and travel costs involving commercial carriers or rental agencies are required.
Only one one-way trip is allowed per person, but mileage for an additional vehicle is allowed, to move other family members and/or at a different time if necessary. The relocation must be completed within six months of the date of application.
An application for this benefit can be obtained through a TAA coordinator.
Participants may receive training to acquire a new skill or career, providing they have been laid off for lack of work after the impact date and before the expiration date specified in the Trade certification.
Occupational and vocational training is related to education designed to provide the necessary skills for a specific job or career, and is usually provided in a classroom by a training institution such as a technical college.
Remedial training is related to education designed to provide increased knowledge that improves basic skills in mathematics, reading and writing.
Customized training is related to education designed to provide the necessary skills to meet the needs of a specific employer or group of employers.
On-the-job training (OJT) is training that occurs at a new job with a new employer who is willing to teach new skills. This training benefit is discussed with an employer at the time the worker applies for the job. If the employer agrees with the potential of on-the-job training, contact a TAA coordinator. An OJT contract will reimburse the employer up to 50% of wages for a negotiated period of time not to exceed six months. The actual time and dollar amount of the contract is based on the skills and complexity of the job. A contract must be agreed upon and signed by the worker, employer and TAA coordinator prior to the first day of work.
Training services include paying the expense of tuition, books and required supplies, including tools and uniforms. For training that occurs outside of the local area, travel mileage, meals and lodging expenses may be reimbursed at the current federal rate allowed. The training expenses must be paid for by federal, state, employer, or private sources other than the individual participant.
Training breaks in excess of thirty (30) school days will result in non-payment of TRA during the break. Participants are strongly encouraged to attend summer terms to avoid the loss of income support during that time.
Responsibilities while in training include: maintaining satisfactory progress, communicating any change in the original training plan to the TAA coordinator, providing documentation of registrations, grades or progress reports as requested.
If training must be dropped, it is mandatory to notify a TAA coordinator. Dropping out of training without notice will result in the participant having to pay the training costs. Only a TAA coordinator can authorize a good cause drop from training.
Failure to participate and remain in training may result in a denial of TRA payments. TRA weekly payments may be slightly delayed due to the processing of required Weekly Attendance Verification Forms.
A training request may be denied if all of the requirements for training have not been met. A written, appealable decision will be mailed if the training request is denied.
The work search requirement is waived by a TAA coordinator while a participant is enrolled in and attending Trade approved training.
Do not register for or enroll in any training without prior approval from a TAA coordinator. A TAA coordinator must approve all training programs. TAA will not reimburse the participant for out of pocket expenses prior to approval.
All of the following requirements must be met prior to training approval:
Income support can be provided by UI and TRA weekly payments for those enrolled in a Trade approved training program, excluding on-the-job training. See the Income Support section for qualifying requirements for TRA.
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The worker must have been laid off for lack of work after the impact date and before the expiration date specified in the Trade certification.
Remedial training needs must be determined and established as soon as possible, by means of formal assessment and/or testing, as it may be required prior to enrolling in occupational training. The remedial training program must be full time as defined by an approved training institution; usually this is twenty (20) class hours per week.
Remedial training is related to education designed to provide increased knowledge that improves basic skills. Remedial training is limited to: Adult Basic Education to improve reading, writing, language and mathematic skills; High School Diploma, GED or HSED Certificate; keyboarding skills; English as a Second Language.
Do not register for or enroll in remedial training without prior approval from a TAA coordinator. TAA will not reimburse the participant for out of pocket expenses prior to approval.
One week of Remedial TRA benefits is payable for each week of remedial training required up to a maximum of twenty-six (26) weeks, as determined by a TAA coordinator during the development of an employment plan.
Contact a TAA coordinator to inquire about and apply for the Remedial Education benefit.
Under most circumstances, participants must enroll in TAA approved training to receive TRA benefits. However, if training is not appropriate or feasible, the training requirement may be waived. This waiver is known as a Training Waiver.
Initially upon application for TAA, a worker’s training requirement is temporarily waived for a limited duration of time, so that the individual’s training needs can be assessed thoroughly prior to enrollment. A written determination is mailed to the worker verifying the initial training waiver is applicable, usually within 10 days of application.
The participant is responsible for requesting an extension / continuation of the training waiver prior to its expiration date. Initial training waivers have a maximum duration of 26 weeks, or six months.
If a training waiver applies, enrollment in training is not required. During a training waiver, a weekly work search is mandatory. Participants with training waivers must also be able and available for full time work.
If not enrolled in training, the participant must make a systematic and sustained search for work in order to receive a weekly TRA benefit check. See the Work Search Requirement section for information about conducting a work search.
Training waivers will never be granted or continued during periods in which Additional or Remedial TRA is payable. Participants must be enrolled in Trade approved training to receive Additional and Remedial TRA payments.
The Trade Reform Act of 2002 created deadline dates for obtaining a training waiver:
Eight weeks after the Department of Labor certifies a location as group eligible for TAA, or
Sixteen weeks after the worker’s most recent qualifying separation from adversely affected employment, whichever date occurs later
The waiver deadline may be extended an additional forty-five (45) days past that date if the worker meets extenuating circumstances defined as:
- Language barriers
- Medical problems
- Enrolled in a training program that is cancelled at the last minute
A TRA Coordinator will make the determination regarding extenuating circumstances within the 45 days past the 8 or 16 week deadline.
A worker who obtains a training waiver after the 45 day extension deadline will be determined ineligible for TRA and HCTC benefits, but may remain eligible for TAA or ATAA benefits.
Participants must request an extension / continuation of the initial temporary training waiver prior to its expiration and must establish that at least one of the following six criteria exists:
Affected firm expects to recall worker within six months.
Worker possesses marketable skills to obtain new employment without retraining
Worker is in poor health.
Worker is near retirement.
Delay in first available enrollment date - training start date is more than thirty days from request.
Training funds are not available under TAA or other Federal laws - to be determined on an individual basis in conjunction with TAA Coordinator.
Training waivers are reviewed every thirty days by a TAA coordinator. As long as one of the six criteria exists, the waiver will be continued for another thirty days. If the individual’s circumstances have changed (i.e., no longer able and available for full time work), or none of the six criteria apply, the training waiver must be revoked. A formal, appealable determination will be mailed if the training waiver is revoked. Failure to participate in a mandatory thirty day waiver review or comply with the requirements for extending / continuing a training waiver will result in the loss and potential overpayment of TRA benefits.
Trade Readjustment Assistance is part of a federally funded program under the Trade Act of 1974 (as amended in the Trade Act of 2002) which provides weekly payments (income support) to workers who produce articles that are subject to import competition or experienced a shift in production to Free Trade Agreement-partner or certain preference program countries; and are laid off from affected employment due to a lack of work. TRA is a federal weekly extended benefit. It is payable only AFTER regular state unemployment insurance (and extensions, if applicable) is exhausted.
The Trade Reform Act of 2002 provided increased benefits to eligible workers. This federal law mandates application filing as soon as possible once layoffs begin by establishing deadlines.
To be eligible for TRA weekly and HCTC benefits, workers must enroll in TAA training or be waived from the training requirement within eight weeks of the certification date or sixteen weeks of the most recent qualifying separation, whichever is later. It is extremely important that workers make timely applications for TAA & TRA benefits and services. There is no good cause for missing application deadlines. A failure to meet these enrollment or waiver deadlines will result in the loss of all TRA -- up to 104 weeks of income -- and HCTC Benefits.
To be eligible for TRA, a worker must:
Be included in a group certified by the Department of Labor as affected.
Enroll in a program of approved training, or be waived from the training requirement by the eight or sixteen week deadline.
Be laid off due to a lack of work from employment on or after the impact date and before the expiration date from the location certified as affected.
Have at least 26 weeks (six months) of work with earnings of $30 per week at the adversely affected location in the 52 week period before layoff. Up to 7 weeks of employer authorized vacation, sick leave, maternity leave, or military leave and up to 26 weeks of Workers Compensation or federal service in active duty in the military reserve may be used to count towards the mandatory 26 weeks required.
Have applied for TAA / TRA.
Have applied for, been entitled and exhausted all rights to state unemployment insurance benefits (extensions and subsequent UI benefit years included).
Submit weekly attendance verification forms if enrolled in approved training OR
Participate in mandatory thirty day training waiver reviews, unless attending training AND
Conduct a weekly TAA work search, unless attending training.
If eligible for TRA, the worker's full weekly amount will be the same as their Wisconsin Unemployment Insurance (UI) benefit rate in effect at the time of the FIRST qualifying separation from affected employment.
1) Basic TRA
Workers who qualify for Basic TRA have a two year eligibility period to claim weekly Basic TRA. It usually begins with the final qualifying separation (last day of work) and ends 104 consecutive weeks later.
Basic TRA is added onto UI and State and Federal extensions. When combined, the payments of all UI, State and Federal extensions (if applicable) AND Basic TRA sum up to total 52 weeks of entitlement.
If not enrolled in a Trade approvable training program, workers must conduct a weekly work search to receive Basic TRA payments.
2) Additional TRA
Must be applied for within six months (26 weeks) of the most recent qualifying separation from affected employment or certification date, whichever occurs later. No additional TRA benefits can be paid unless a worker is in approved training status by the deadline
Maximum Additional TRA is up to 52 non-stop consecutive weekly payments. The eligibility period for the additional 52 weeks begins one of three ways; either:
- After receiving all UI and Basic TRA OR
- After the two year Basic TRA eligibility period ends OR
- If initial enrollment in approved training begins after the Basic TRA eligibility period ends
Must be enrolled in and attending full-time TAA approvable training
When approved training ends, Additional TRA payments also end
Additional TRA cannot be paid upon completion of training to conduct a work search
3) Remedial TRA
Maximum Remedial TRA is up to 26 non-stop consecutive weekly payments, payable only after receiving all UI, Basic TRA and Additional TRA
Must be enrolled in and attending full-time TAA approvable training
When approved training ends, Remedial TRA payments also end
Remedial TRA cannot be paid upon completion of training to conduct a work search
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The state UI benefit claim system is used for filing weekly TRA claims, either by telephone or online. TRA is paid in the same manner as state unemployment insurance. You can check the status of a UI or TRA payment by telephone or online.
When filing for weekly TRA payments while enrolled in training approved under the Trade program, it is mandatory to verify attendance in training each week. School attendance is verified with form TRA-858A, Weekly Request for Allowances By Worker in Approved Training.
The forms are submitted via fax, but must be received and processed before a TRA payment can be released. This is done in addition to filing a weekly claim certification to receive a payment.
The forms are not required while claiming and receiving state UI payments, unless the participant is authorized by a TAA coordinator to request transportation and subsistence allowance reimbursement. A TAA coordinator will provide instructions if Part B is required.
If classes are added or dropped, notify a TAA coordinator immediately. If other federal training allowances or grants are received outside of the trade program, notify a TRA coordinator immediately.
A TAA or TRA coordinator may provide a supply of the forms prior to the transition from state UI checks to federal TRA checks, or the form and detailed instructions on how to complete the form can be viewed and printed at http://dwd.wisconsin.gov/dwd/forms/ui/tra_858_a.htm.
After the initial TRA application is processed and employment information is received from the affected employer, a TRA Computation is mailed (usually within five weeks) to the participant.
If there is a dispute with benefit amounts or eligibility periods, instructions are provided on how to file an objection.
If the initial application is denied, the computation will state the reason and provide instructions on how to file an objection.
TAA & TRA coordinators share information regarding Trade program participation. Approving training, denying requests for training, training waivers, work search documentation, and revocations of training waivers are some examples. Unemployment Insurance then makes formal determinations regarding these claims.
Generally, disqualifications under state unemployment insurance law also apply to TRA claims. Formal determinations are mailed and state how the disqualification affects the TRA and/or TAA claim. Any determinations affecting TRA or TAA benefits or eligibility may be appealed within the appeal period specified on the determination.
Any fraudulent claim will cancel all future rights to TAA and TRA. Misrepresentation or concealment of information will result in indefinite disqualification from receiving any further TRA, TAA or HCTC benefits. It will also result in overpayments and potential forfeitures if intent is determined. The federal law and state law provide penalties and total loss of TRA and TAA benefits for any false statements made in order to receive benefits.
A participant may file a written complaint about a TAA coordinator (case manager), directed to the coordinator’s supervisor. The supervisor will contact the participant within ten workdays to set up a meeting to attempt to resolve the complaint. If it can be resolved, the supervisor will issue a letter that identifies the actions to be taken to resolve the complaint. If it cannot be resolved, the supervisor will issue a letter citing the reason for denial of the complaint.
TAA certifications may also be certified as eligible for ATAA benefits. The participant must have been laid off for lack of work after the impact date and before the expiration date specified in the Trade certification.
ATAA program benefits are provided as an alternative to the benefits offered under the regular TAA program. Participation in ATAA allows workers age fifty or older, for whom retraining may not be appropriate, to accept reemployment at a lower wage and receive a wage subsidy.
Eligible workers age fifty or older who obtain new, full time employment within twenty-six weeks of their separation, with earnings of less than $50,000 annually, may receive a wage subsidy up to half of the difference between the old and new wage, up to a maximum of $10,000 or two years, whichever comes first.
A worker who chooses the ATAA program option instead of the regular TAA program will cancel all eligibility for weekly TRA benefits, TAA training benefits and Out Of Area Job Search benefits.
Under the ATAA program a worker will retain potential eligibility for the HCTC (Health Coverage Tax Credit) program as well as Relocation Assistance with TAA.
The participant must obtain a different (new) full time job prior to choosing the ATAA option. Full time employment is defined as a minimum of thirty-two (32) hours per calendar week. Part time jobs can qualify as long as the combined hours of work per week totals 32 or more.
The participant must be 50 years of age or older on the first day of work at the new employment.
The first day of work on the new job must begin no later than 26 weeks (six months) after the last day of work at the Trade certified employer, regardless of when the Department of Labor certified the petition. Severance, termination or dismissal pay from the Trade employer does not extend the last day of work.
Wages earned on the new job must be less than wages earned at the Trade certified employer.
The two year eligibility period begins with the first day of work at new employment, and continues non-stop for 104 consecutive calendar weeks. If $10,000 is paid before two years, ATAA eligibility ends at that time.
Workers may not earn more than $50,000 in annual gross income in the new employment. Any subsidy received from ATAA is taxable income.
Notify a TAA or TRA coordinator of HCTC eligibility, if applicable, so that monthly notice can be given to the IRS as required, otherwise, HCTC will be interrupted.
An application for ATAA can be obtained from and must be filed with a TAA coordinator. To apply, the participant must supply a copy of the last check stub from the Trade certified company, the first check stub from new full time employment if available and a driver’s license or state issued identification card for proof of age.
The HCTC benefit program is administered through the United States Department of the Treasury, Internal Revenue Service (IRS). After meeting eligibility requirements, HCTC provides either a 65% pre-payment of the monthly health insurance premium or a 65% federal tax credit at the end of the tax year.
The HCTC Program Kit and Registration Form will be mailed by the IRS to a participant only AFTER:
BadgerCare Plus Benchmark Plan is the state qualified health plan for Wisconsin. Only after the HCTC Program Kit and Registration Form from the IRS is received can the participant apply for the BadgerCare Plus Benchmark Plan.
Workers who continue their COBRA health insurance after layoff can also be HCTC eligible. However, HCTC eligibility ends when COBRA eligibility ends. Workers may switch from COBRA coverage to the state qualified health plan after receiving the HCTC Program Kit and Registration Form.
The HCTC benefit can only be applied for after being determined eligible for TRA or ATAA.
Participants must receive at least one UI, TRA or ATAA check per calendar month to begin and continue HCTC eligibility.
HCTC eligibility cannot be retroactive to any month or begin; before the month that a participant is first eligible for a TRA payment (the first week payable). This includes the ATAA benefit option.
Further details about HCTC and alternate qualifying health plans can be found at their website: www.irs.gov (keyword HCTC).
An affected worker must apply for Unemployment Insurance (UI) before the application for TRA can be processed.
All Trade Readjustment Allowance (TRA), Unemployment Insurance (UI) and Alternative Trade Adjustment Assistance (ATAA) income is taxable.
In accordance with Wisconsin Unemployment law requirements, Basic, Additional and Remedial TRA (as well as UI) weekly payments will be reduced by any earnings or other income received:
The "partial wage formula" used to compute a partial weekly TRA benefit is shown below:
This is the amount of partial TRA benefits payable for the week The smallest TRA check that will be paid is $5, so if the calculation results in an amount which is less than $5, no payment will be made.
The highest gross income a worker can earn in a week and still qualify for the minimum TRA payment is called the "Maximum Weekly Earnings" amount. This amount is not the same for every worker. The full TRA weekly benefit rate (WBR) determines what the maximum weekly earnings amount will be.
Calculate the maximum weekly earnings amount by using the following formula:
If unsure if eligible for a partial TRA check, file a claim for the week and report all gross income. The department will determine if any benefits are due.
The "Maximum Weekly Earnings Chart" is a listing of the maximum weekly earnings amount for each weekly benefit rate.
No TRA will be paid for any calendar week in which a worker has forty (40) or more hours of work.
Participants who work while claiming UI or TRA can qualify for a second (new) UI benefit year; if eight times the full UI weekly benefit rate is earned in gross income. This would interrupt TRA payments and possibly result in a lower 2nd UI weekly benefit rate.
Workers must contact a TRA or TAA Coordinator before quitting or refusing a job, otherwise they risk losing benefits.
TRA can only be paid for weeks of unemployment which occur more than sixty days after the date the petition was filed.
Dropping out of training without notice to the TAA Coordinator will result in the participant having to pay the training costs.
Failure to participate and remain in training may result in a denial of TRA weekly payments. Good cause for missing classes (absence) during a week will be determined on an individual basis by a TRA coordinator. TRA weekly payments may be slightly delayed due to the processing of required Weekly Attendance Verification Forms.
Training breaks in excess of thirty school days will result in non-payment of TRA during the break. Participants are strongly encouraged to attend summer terms to avoid the loss of income support during that time.
Other Federal grants or assistance will affect Trade eligibility. Participants must notify TAA and TRA coordinators of any additional assistance obtained for training, or risk an overpayment of benefits.
Trade Act participants who move can potentially be eligible anywhere in the United States. If relocating to another state, the participant should take the initial computation of TRA eligibility from Wisconsin to the nearest Job Center or Unemployment Insurance office in that state. They will notify Wisconsin to continue the TRA claim through interstate procedures.
TAA coordinators and Unemployment Insurance share information regarding Trade program participation. Approving training, denying requests for training, training waivers, work search documentation, and revocations of training waivers are some examples. Unemployment Insurance then makes formal determinations regarding these claims, which are mailed to the participant. Any determinations affecting TRA & TAA benefits or eligibility may be appealed within the appeal period specified on the determination.
Misrepresentation or concealment of information will result in indefinite disqualification from receiving any further TRA, TAA or HCTC benefits. It will also result in overpayments and potential forfeitures if intent is determined. The federal law and state law provide penalties and total loss of TRA and TAA benefits for any false statements made in order to receive benefits.
If not enrolled in training, the participant must make a systematic and sustained search for work in order to receive a TRA weekly benefit check.
While enrolled in and attending Trade approvable training, a work search will not be required. Only a TAA coordinator can waive the work search requirement.
Do not register for or enroll in any training without prior approval from a TAA coordinator. TAA will not reimburse the participant for out of pocket expenses prior to approval.
Additional and Remedial TRA is not payable while conducting a work search.
The participant must consult with program coordinators ahead of time to receive authorization to access each benefit.
Failure to communicate on an ongoing basis with the TAA and TRA coordinators may cost the participant thousands of dollars. Communication between the participant and the TAA and TRA coordinators is VERY IMPORTANT!
Note: The information provided here is general program information and is not meant to be all inclusive or to cover every detail or scenario. Each individual’s situation is unique and affects each individual claim differently.