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JUN-28-2000 15:09
OFC LEGIS. AFFAIRS&BUDGET
202 401 4562 P.09/13
High Performance Benus Comments
Page 4
protections under TANF should be a qualifying condition for competing on the non-displacement
and working conditions measure. Vigorous enforcement of all participants' workplace
protections will give employers less of an incentive to displace current workers or otherwise
undercut the ability of good employers to compete for qualified workers.
1. The Integrated Displacement & Working Conditions Procedure & Protections:
a.
The Grievance Procedure: As required under the WtW and WIA
programs, the integrated grievance procedure should contain: (1) a
requirement that notice of substantive non-displacement rights and the
grievance procedure be provided to "participants and other interested or
affected parties," such as laid-off employees, current employees,
unions, and program participants (WIA Section 181(c)(1)); (2) an
opportunity for a hearing before an independent authority within 60
days (WIA, 64 Fed. Reg. 18732); (3) the right to appeal to an
independent state agency with experience and expertise adjudicating
workplace issues (WtW, 62 Fed. Reg. 61609); (4) the right to a written
final determination of the appeal within 120 days of the filing of the
original grievance (WtW, 62 Fed. Reg. 61609). 6
b.
The Displacement Protections: Displacement should be defined to
include "partial displacement", in addition to the other protections
required under WtW (Section 403(a)(5)(J), as amended) and WIA
(Section 181(b)(2)).
C.
Wages, Benefits & Working Conditions: The provisions requiring
comparability in wages and benefits for selected programs and health
and safety protections should be identical to the provisions contained in
WIA (Section 181(a), (b)) and WtW (Section 403(a)(5)(J)(ii) as
amended). The civil rights and anti-discrimination provisions of TANF
(Section 408(d)), WtW (Section 403(a)(5)(J)(iii) as amended, and WIA
(Section 188) should also apply.
d.
Remedies: Both the WtW law and WIA provide for the following
remedies: (1) suspension or termination of payments; (2) prohibition of
placement of participants with an employer who has committed a
violation; (3) reinstatement of an employee, payment of lost wages and
benefits, and reestablishment of other relevant terms, conditions and
privileges of employment; and (4) other equitable relief (WtW Section
403(a)(5)(J), WIA Section 181(c)(3)). In determining what may
constitute "other equitable relief," hearing officers should bear in mind
that remedies should protect program participants from being used to
displace other workers and ensure that participants who complain about
a displacing assignment do not end up worse off as a result. At a
0 To the extent that the WIA procedure allows for final review up the U.S. Department of Labor (Section (c)(2)(B)),
the proposed integrated procedure could allow for final review at the state level for all but the WIA program.
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"ocrText": "JUN-28-2000 15:09\nOFC LEGIS. AFFAIRS&BUDGET\n202 401 4562 P.09/13\nHigh Performance Benus Comments\nPage 4\nprotections under TANF should be a qualifying condition for competing on the non-displacement\nand working conditions measure. Vigorous enforcement of all participants' workplace\nprotections will give employers less of an incentive to displace current workers or otherwise\nundercut the ability of good employers to compete for qualified workers.\n1. The Integrated Displacement & Working Conditions Procedure & Protections:\na.\nThe Grievance Procedure: As required under the WtW and WIA\nprograms, the integrated grievance procedure should contain: (1) a\nrequirement that notice of substantive non-displacement rights and the\ngrievance procedure be provided to \"participants and other interested or\naffected parties,\" such as laid-off employees, current employees,\nunions, and program participants (WIA Section 181(c)(1)); (2) an\nopportunity for a hearing before an independent authority within 60\ndays (WIA, 64 Fed. Reg. 18732); (3) the right to appeal to an\nindependent state agency with experience and expertise adjudicating\nworkplace issues (WtW, 62 Fed. Reg. 61609); (4) the right to a written\nfinal determination of the appeal within 120 days of the filing of the\noriginal grievance (WtW, 62 Fed. Reg. 61609). 6\nb.\nThe Displacement Protections: Displacement should be defined to\ninclude \"partial displacement\", in addition to the other protections\nrequired under WtW (Section 403(a)(5)(J), as amended) and WIA\n(Section 181(b)(2)).\nC.\nWages, Benefits & Working Conditions: The provisions requiring\ncomparability in wages and benefits for selected programs and health\nand safety protections should be identical to the provisions contained in\nWIA (Section 181(a), (b)) and WtW (Section 403(a)(5)(J)(ii) as\namended). The civil rights and anti-discrimination provisions of TANF\n(Section 408(d)), WtW (Section 403(a)(5)(J)(iii) as amended, and WIA\n(Section 188) should also apply.\nd.\nRemedies: Both the WtW law and WIA provide for the following\nremedies: (1) suspension or termination of payments; (2) prohibition of\nplacement of participants with an employer who has committed a\nviolation; (3) reinstatement of an employee, payment of lost wages and\nbenefits, and reestablishment of other relevant terms, conditions and\nprivileges of employment; and (4) other equitable relief (WtW Section\n403(a)(5)(J), WIA Section 181(c)(3)). In determining what may\nconstitute \"other equitable relief,\" hearing officers should bear in mind\nthat remedies should protect program participants from being used to\ndisplace other workers and ensure that participants who complain about\na displacing assignment do not end up worse off as a result. At a\n0 To the extent that the WIA procedure allows for final review up the U.S. Department of Labor (Section (c)(2)(B)),\nthe proposed integrated procedure could allow for final review at the state level for all but the WIA program."
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