10-100.H. WEX/CSR Work Site Development

 

Table of Contents

The WEX/CSR Work Site Development section includes the following information:

 

Section

Topic

10-100H.1

Background

10-100.H.2

Work Sites

10-100.H.3

Work Slots

10-100.H.4

Criteria for Work Site Development

10-100.H.5

Ongoing Site Development

10-100.H.6

Cooperative Agreement & Job Order

10-100.H.7

Work Experience Site/Slot Development

10-100.H.8

Community Service Site/Slot Development

10-100.H.9

Non-Profit Organizations

10-100.H.10

Regional Representative Responsibilities

10-100.H.11

Work Site Responsibilities

10-100.H.12

Working Conditions

 

 

 

10-100.H.1
Background

The Employment Service Providers in each Region are responsible for developing WEX and CSR Sites.  The development of Work Sites can be for any program (i.e., CalFresh, General Relief, etc.) and used for any program, in any region (i.e., South Region develops a site in National City, that site can be used by any region).  However, Work Sites may designate a certain program. 

 

Note: Each Region is responsible for maintaining a list of active and a list of deactivated work sites. 

 

10-100.H.2
Work Sites
 
 
 
 
 
 
 
 
 
Top

A worksite is a local agency or business that has agreed to:

 

·   Supervise a specified number of WTW participants; and

·   Help provide the participant with basic job skills and/or enhance existing job skills in a position related to the participant’s experience; or

·   Provide a needed community service that will lead to unsubsidized employment. 

 

Examples:

·   Salvation Army in downtown San Diego

·   McAlister Institute in South Bay; and

·   McAlister Institute in North County

 

10-100.H.3
Work Slots

A Work Slot is a specific position within a Work Site. 

 

Example: McAlister Institute South Bay, which has one clerical slot and two maintenance slots. 

 

10-100.H.4
Criteria for Work Site Development

In the development of Work Sites, Regions are to ensure that prospective Sites meet the following criteria.  The Work Site must:

·   Provide adequate supervision and instructions regarding the work activity.

·   Be reasonably accessible whether the participant uses public transportation or his or her own vehicle.

·   Be willing to consider the participant for job openings occurring at the site. 

·   Meet all legal requirements and/or exemption criteria contained in the Cooperative Agreement. 

 

The duties will:

·   Be at training or entry level.  There is zero tolerance for displacement of current employees.  Participants will supplement and under no circumstances will they supplant regular employees.  Assignments at any Work Site, including sites where regular employees are members of a bargaining unit, cannot prevent or delay the filling of vacant positions or the recall of workers currently in lay-off status. 

·   Be in addition to those performed by regular employees.

·   Not be related to political, partisan or religious activities.

 

 

10-100.H.5
Ongoing
Work Site Development
 
 
 
 
 
 
 
 
 
 
 
Top

Ongoing development of Work Sites is required to provide:

·   Expansion of availability and choice;

·   Meeting of specific needs; and

·   Accommodation for participants with specific or individualized skills. 

 

The participant population requires a variety of Work Sites to meet their:

·   Training and employment skill levels; and

·   Geographical location needs.

 

Work Sites must also be adaptable to:

·   Seasonal variances including Indoor and Outdoor

 

Physical difference among participants such as the ability to perform:

o     Heavy labor;

o     Light lifting; and/or have

o     Minor disabilities.  

 


10-100.H.6
Cooperative Agreement & Job Order

A Cooperative Agreement is entered into between the Employment Services contracting agency and the work site to ensure that all rules will be complied with. 

 

Accompanying a Cooperative Agreement is a Work Experience Job Order 22-14 HHSA.  This Job Order is negotiated between the Regional Employment Services contracted staff and the work site. 

 

The Job Order specifies the requirements and conditions of the Work Site, including such information as;

·   Job description

·   On site contact person

·   Number of positions by program

·   Skills required and

·   Related items.

 

Note: Regions are responsible for updating and maintaining Job Orders as they become aware of changes (i.e., Site Supervisor, days and hours involved, etc.). 

 

10-100.H.7
Work Experience Site/Slot Development

Work Experience Sites/Slots may be developed in the following sectors:

·   Public

·   Private, Non-Profit and

·   Private, For-Profit

 

Note: Participants assigned to a private for-profit company may

be assigned for a maximum of 13 weeks.  This applies to both participants who are assigned to WEX only (standalone) and who are assigned to WEX along with other WTW activities.

 

Participants can be assigned to non-profit sites for a maximum of 12 months.

 

10-100.H.8
Community Service Site/Slot Development
 
 
 
 
 
Top

Community service is limited to those participants who are remote. 

 

Community Service Sites/Slots may be developed in only the following sectors:

·   Public

·   Private, Non-Profit

 

Note: Community Service Sites/Slots may not be developed in the private, for-profit sector.  Further, CSR participants are not to be assigned to jobs that involve the operation of motor vehicles (i.e., personal auto, heavy equipment, tractors, forklifts, etc.) or tools (i.e., jack hammers, chainsaws or power actuated tools). 

 

10-100.H.9
Non-Profit Organizations

Non-Profit Organizations to be considered for Work Sites include those that are tax exempt under 501 C 3 of the Internal Revenue Service (IRS) Tax Code. 

 

A Non-Profit, Tax Exempt Organization is usually one that has a Board of Directors who are:

 

·   Volunteers who do not receive compensation from the organization and are elected as opposed to appointed.

 

Additionally, a Non-Profit, Tax Exempt Organization is usually one that:

 

·   Is supported through voluntary contributions; and

·   Meets the legal requirements for licensing and incorporation as a non-profit organization. 

 

 

10-100.H.10
Regional Representative Responsibilities
 
 
 
 
 
 
 
 
 
Top

Regional Representatives are individuals designated by the Regions’ WTW Employment Managers to develop Work Sites and Work Slots.

 

The Regional Representative who develops Work Sites is to ensure that each Work Site meets:

 

·   All of the conditions listed in the Cooperative Agreement

·   Health and Safety Standards to include not working:

o      With hazardous materials or

o      Under unsafe conditions. 

·   All parameters outlined in this section of the CalWORKs Program Guide (CPG).

 

Note: Regional Representatives are responsible for delivering the “Notice to Employees” form 22-39 to all Work Sites for posting.

 

 

10-100.H.11
Work Site Responsibilities

Work Site Supervisor Responsibilities:

 

When developing agreements and completing forms with Work Sites, the Regional Representative is to ensure that the Site Supervisor (person responsible for signing the Cooperative Agreement) understands and agrees to all the rules and conditions contained in the Cooperative Agreement including the County’s policy on zero tolerance for displacement. 

 

10-100.H.12
Working Conditions

Working conditions at the designated Work Sites shall include (as would normally be provided to regular employees):

 

·   lunch and rest breaks

·   safety instructions

·   necessary equipment

·   access to facilities

 

As specified in the Cooperative Agreement, Worker’s Compensation

Coverage is provided by the State. (See CPG Section 10-100.M.

regarding Accident Procedures.)

 

Note:  Working conditions/benefits do not include medical benefits, paid vacation time, retirement benefits, etc. that may be available to regular employees of the organization.