Wisconsin Department
of Children and Families - Division
of Early Care and Education
Bureau of Child Care Subsidy Administration
Wisconsin Shares Handbook
If
the Assistance Group’s income is at or above 200% FPL at renewal, CSAW
will assign the Assistance Group (AG) to the Exit period. During the Exit
period, CSAW will increase the AG’s copayment starting the month after
the agency worker enters the new income in CWW. CSAW determines the copayment
during the Exit period by adding an additional family copayment to the
total hourly copayment for the 200% FPL copayment level (see
18.2.1). CSAW will continue to increase the AG’s additional family
copayment following subsequent income increases until the family assumes
the full cost of care (see
18.2.2).
| Example 1: Gloria’s income places her AG at 212% FPL at renewal in July. CSAW assigns Gloria’s AG to the Exit period and sets the AG’s copayment based on 212% FPL. In September, Gloria starts a new job, which places her AG at 218% FPL. The AG’s copayment increases based on 218% FPL. In March, Gloria receives a raise and her AG’s income increases to 220% FPL. The AG’s copayment increases based on 220% FPL. |
When income remains above 200% FPL, the copayment adjusts accordingly whenever income increases or decreases. Copayments do not remain at a lower level when the AG is in the Exit period if income remains above 200%. If an income decrease moves the family to the Gradual Phase Out (GPO) or Copayment Stabilization period, the AG’s copayment will decrease to the lower level and will remain capped at the lower level (as applicable for GPO) until the AG’s next renewal (see 18.4.4).
| Example 2: Paula’s income places her AG at 216% FPL at renewal in August. CSAW assigns Paula’s AG to the Exit period and sets the AG’s copayment based on 216% FPL. In October, Paula’s income decreases to 205% FPL. CSAW decreases the copayment based on 205% FPL. In December, Paula’s income increases to 225% FPL. CSAW increases Paula’s copayment based on 225% FPL. Paula’s copayment does not remain at the 205% FPL copayment level because the copayment is reactionary in the Exit period. |
This section last updated 12/1/2022