Search &/or Print the WIOA Policy Manual
Table of Contents
Chapter 1) Administration and Governance
Chapter 2) The One-Stop (Job Center) Delivery System
Chapter 3) Program Funding and Grants Management
Chapter 4) Fiscal Management
- 4.1 Access, Retention and Custodial Requirement for Records
- 4.2 Standards for Financial Management System
- 4.3 Reporting Requirements
- 4.4 Cash Management and Invoicing Standards
- 4.5 Cost Categories and Allowable Activities
- 4.6 Program Income
- 4.7 Sub grantee Monitoring
- 4.8 Procurement Standards
- 4.9 Property Management Standards
- 4.10 Audit and Audit Resolutions
- 4.11 Debt and Debt Collection
- 4.12 General Principles Affecting Allow ability of Costs
- 4.13 Allocation of Joint Costs
- 4.14 Cost Allocation or Indirect Cost Rates
- 4.15 Leverage Funds
- 4.16 35% Training Expenditure Goal For Program Year Formula Allocations
- 4.17 Expenditure Requirements for the Youth Program
Chapter 5) Non-Discrimination/Equal Opportunity and Affirmative Action
Chapter 6) Complaints, Grievances, and Appeals
Chapter 7) Individual Training Accounts and Eligible Training Programs
Chapter 8) Adult and Dislocated Worker Programs
- 8.1 Introduction and Overview
- 8.2 Eligibility
- 8.3 Program Design
- 8.4 Career Services
- 8.5 Training Services
- 8.5.1 Eligibility
- 8.5.2 Credentials
- 8.5.3 Informed Choice
- 8.5.4 Coordination of Funds
- 8.5.5 Recovery of Costs
- 8.5.6 Expenditure Requirement
- 8.5.7 Career Pathways
- 8.5.8 Accelerated Licensure for Vets
- 8.5.9 Training vs. Individualized Career Service
- 8.5.10 Methods of Funding Training
- 8.5.11 Types of Training
- 8.6 Supportive Services
- 8.7 Program Exit
- 8.8 Follow-up Services
- 8.9 National Dislocated Worker Grants
Chapter 9) Rapid Response
Chapter 10) Youth Program
Chapter 11) Performance Accountability and Reporting
Chapter 12) File Documentation
Effective date: October 1, 2017
The WIOA Final Rule allows the State to define the term "unlikely to return to a previous industry or occupation."
DWD-DET considers someone likely to return to a previous industry or occupation if s/he has a
specific recall date from the employer of the qualifying dislocation that is within 12 weeks of termination or layoff.
If someone from an individual or small group layoff has a specific recall date, s/he should not be served as a
dislocated worker during the period leading up that date.
Otherwise, determination of likelihood to return is a matter of judgment, based on relevant circumstances.1 The list below identifies some factors local WDBs and service
providers may consider when deciding if an individual is unlikely to return to a previous industry or occupation.
- The individual is likely to enter a new job that is different structurally or organizationally than
his/her previous job.
- The individual is likely to enter a new job with lower seniority compared to his/her previous position.
- The individual has a gap in employment that decreases his/her chances of returning to the same level of occupation
or type of job.
- There are limited employment opportunities in the occupation or industry within the local area.
- There is an excess number of workers with similar skill sets and experience in the local area.
- The individual has out-of-date or inadequate skills.
- The individual has adequate skills, but lacks a credential required by most employers.
- The individual has a barrier to employment such as a disability, medical condition, or legal issues that
could prevent a return to employment in the same industry or occupation.
- An unsuccessful job search suggests the individual is unlikely to regain employment in his/ her previous
occupation or industry.