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Wisconsin Department of Children and Families Wisconsin Works (W-2) Manual |
The following guidelines must be adhered to by both the W-2 agency and the W-2 work training provider/employer. These guidelines are outlined in the form Wisconsin Works (W-2) Work Training Site Agreement (10792). The W-2 agency must have a signed copy of this form on record for any work training provider/employer at which a W-2 participant has been placed.
1. Comply with and observe all federal, state and local laws, ordinances, and regulations affecting W-2 participants including the Family Medical Leave Act, the Americans with Disabilities Act, and the Civil Rights Act of 1964 prohibiting discrimination of any employee or trainee based upon race, color, sex, age, sexual orientation, handicap, political affiliation or national origin.
2. Provide supervision, structure, performance appraisal, training, materials, and tools normally provided regular employees to assist a W-2 participant to develop good work habits and skills.
3. Provide a safe and healthy work environment in compliance with federal, state and local health and safety standards.
4. Collect and verify accurate time and attendance records.
5. Immediate notification to the W-2 agency of participant injury, problems detrimental to continued success on the job, transfer/termination from the worksite, or tardiness or absence not authorized by the employer/work training provider.
6. Notify the W-2 agency of any work training site requirements such as tuberculosis testing, driver’s license, background checks, physical examinations, etc.
7. Timely notification to the W-2 agency of any collective bargaining changes that may have an impact on the W-2 participant(s) or the worksite agreement.
8. Timely notification to the W-2 agency of any changes at the worksite which might necessitate a reevaluation of the worksite agreement.
9. Development of written employer/work training provider expectations for all positions to be filled by W-2 participants. These may include titles, schedules, task descriptions, and skills and abilities necessary for success in that position.
10. Provide appropriate on-site access to W-2 participants by designated W-2 agency personnel as well as access to any participant records.
11. No Wisconsin Works employment position may:
· Fill a vacancy created by an employer terminating a regular employee or otherwise reducing its workforce for the purpose of hiring an individual in a W-2 employment position;
· Fill a position when any other person is on layoff or strike from the same or a substantially equivalent job within the same or a substantially equivalent job within the same organizational unit; or
· Fill a position a position when any other person is engaged in a labor dispute regarding the same or a substantially equivalent job within the same organization unit.
12. Agree to follow the provisions of the Wisconsin Works Employee Displacement Grievance Policy to address complaints, by regular employees of the work training site/employer, of displacement in violation of assurances under number 11 above. (See 9.3.1)
13. Agree to notify regular employees of their right to file a displacement complaint, using one of the required notification methods and agree to inform the agency which notification method is being used. (See 9.3.3)
14. No W-2 participant may be asked or required to function in any task or activity which promotes or discourages religious, union, or political activity.
15. Provide work opportunities for no more than the number of participants who can be utilized productively.
16. Agreement not to disclose information concerning the W-2 participant for any purpose not connected with program administration.
17. Agreement
not to willfully and knowingly provide false information for purposes
of securing or ensuring issuance of a W-2 payment either in greater quantity
or when there is no eligibility for a payment.
In addition to getting the signed Wisconsin
Works (W-2) Work Training Site Agreement (10792) for each W-2 work
training provider/employer, the W-2 agency must:
· Evaluate on an ongoing basis the W-2 participant's progress toward unsubsidized employment;
· Assist in resolving workplace conflicts as they arise; and
· Consult local labor unions to avoid potential disputes.
History: Release 13-03.