R1. Interacting With the Applicant
a. Admissions Counselors (AC) must communicate by telephone, e-mail, or mail with each applicant referred by the National Call Center within 3 business days of receipt of either the prospect list, constituent issues, or voice-mail message.
b. Admissions service staff must interview each applicant to discern pertinent data to make a determination of eligibility based on the Workforce Innovation and Opportunity Act (WIOA) eligibility requirements referenced in Exhibit 1-1, Job Corps Eligibility Requirements. Admissions service staff must recruit and interview enough applicants to generate student arrivals to maintain the designated Job Corps center(s) at an average on-board strength of 100 percent design capacity regardless of monthly arrival or annual arrival schedule.
c. ACs must take appropriate steps to ensure their communications with applicants (and/or applicants’ parents, guardians, or other representatives) who have disabilities are as effective as communications with others. This obligation, which is separate from the reasonable accommodation or reasonable modification in policies, practices or procedures for qualified individuals with disabilities is described in detail in Appendix 201 (Communicating with Individuals with Disabilities). Even before taking the actions described in that appendix, ACs need to know that if they receive a request for auxiliary aids and services (communication aids) for a person with a disability, they:
1. Must address the request immediately
2. Must not begin, or continue with, any part of the admissions process until some sort of communication aid has been provided that is acceptable to the person for whom the auxiliary aid and/or service is being requested
d. A qualified applicant with a disability is entitled to request and receive reasonable accommodation, reasonable modification in policies, programs or procedures, and auxiliary aids and services (RA/RM/AAS) at any time during the admissions process. This request is different from establishing communication as in Chapter 1, Section 1.2, R1.c. If the applicant is requesting RA/RM/AAS to participate in the admissions process, the AC:
1. Must address the applicant’s RA/RM/AAS needs immediately
2. Must not begin, or continue with, any part of the admissions process for which the applicant has requested RA/RM/AAS until the RA/RM/AAS has been provided. Other parts of the admissions process may go forward if they do not directly involve the applicant’s participation, or if the applicant states that they do not need RA/RM/AAS for those parts.
Requirements for providing RA/RM/AAS to participate in the admissions process, including the circumstances under which the AC may ask for documentation of the need for the RA/RM/AAS, are explained in Form 1-05 (Job Corps Reasonable Accommodation, Reasonable Modification in Policies, Practices, or Procedures and Auxiliary Aids and Services During Admissions).
Even if the applicant requests RA/RM/AAS for the admissions process, the AC:
1. Must not ask whether the applicant will need RA/RM/AAS to actually participate in Job Corps
2. Must not assume that the applicant will need RA/RM/AAS to participate in Job Corps
3. Must not ask for any disability-related information except at the times, and under the circumstances, that are described elsewhere in this chapter
4. Must not take the applicant’s disability into consideration in determining whether they meet the eligibility requirements or other factors for enrollment in Job Corps, except as described in Chapter 1, Section 1.2, R3.b.
5. Must document the request for RA/RM/AAS in accordance with Job Corps disability accommodation guidelines as described in Form 1-05, Job Corps Reasonable Accommodation, Reasonable Modification in Policies, Practices or Procedures and Auxiliary Aids and Services During Admissions.
The AC will inform each applicant of the right to request and receive RA/RM/AASs at any time during the admissions process and then review Form 1-05, Job Corps Reasonable Accommodation, Reasonable Modification in Policies, Practices, or Procedures, and Auxiliary Aids and Services (RA/RM/AAS) Request Form-Admissions with the applicant. If the applicant wants to request RA/RM/AAS to participate in the admissions process, although the request may be communicated in any form, the request must be documented on the Job Corps Reasonable Accommodation, Reasonable Modification in Policies, Practices or Procedures and Auxiliary Aids and Services (RA/RM/AAS) Request Form-Admissions. The AC may assist with the completion of the form as necessary.
e. ACs must take reasonable steps to provide meaningful access to the application process for persons who have a limited ability to read, write, speak, or understand English. These persons are referred to as Limited English Proficient (LEP) or English Language Learners (ELL). The steps that must be taken should be described in the Outreach and Admissions (OA) contractor’s LEP/ELL Readiness Plan, as described in Chapter 5, Section 5.1, R6. On the Record Applicant Preference Screen in OASIS, ACs must document if the applicant is learning English in the English Language Learner (ELL) selection area. One of the following criteria should be used to determine if a student is considered LEP/ELL:
1. English is not the applicant’s primary language and they cannot communicate clearly in English.
2. The initial interview requires an interpreter.
3. The applicant will need language support in order to fully participate in the program.
4. The applicant self-identifies as needing language assistance or instruction.
R2. Provision of Accurate Information about Enrollment Process and Rights
ACs must provide every applicant with accurate information about the Job Corps enrollment process, and their rights in that process. That information must include, at a minimum:
a. The process for admissions determination and assignment to a center for enrollment
b. The rights of students to:
1. Privacy
2. Confidentiality of personal information, including medical and disability-related information
3. Nondiscrimination and equal opportunity, including:
(a) Communication aids and RA/RM/AASs for persons with disabilities (see Appendices 601-Students Rights to Privacy and Disclosure of Information, 602-Civil Rights and Nondiscrimination, Form 2-03-Procedures for Providing Reasonable Accommodation, Reasonable Modification in Policies, Practices, or Procedures and Auxiliary Aids and Services, and Appendix 201-Communicating with Individuals with Disabilities)
(b) Information and services in languages other than English for LEP/ELL individuals as described in the OA contractor’s LEP/ELL Readiness Plan referred to in Chapter 5, Section 5.1, R6
(c) Religious accommodation
c. ACs will familiarize themselves with the established center SOP for center file review and will inform applicants of these procedures (see Chapter 1, Section 1.5 R2).
d. A copy of the “Equal Opportunity is the Law” notice that contains accurate information about where the applicant may file a discrimination complaint (see Form 1-07, Equal Opportunity Notice)
The notice must be:
1. Signed and dated by the applicant, and a copy uploaded to the applicant’s electronic record.
2. Provided in alternate formats to applicants with visual impairments and other disabilities (see Appendix 201, Communicating with Individuals with Disabilities). Where notice has been provided in an alternate format, a note that an alternate-format notice has been given must also be a part of the applicant’s electronic record. This note should indicate the format in which the notice was provided.
3. Provided in appropriate languages for LEP/ELL individuals, as described in the OA contractor’s LEP/ELL Readiness Plan referred to in Chapter 5, Section 5.1, R6
4. Posted prominently, in reasonable numbers and places, in the OA Agency’s facilities
e. That enrollment in Job Corps is voluntary for each individual
R3. Eligibility Requirements
Use Exhibit 1-1, Eligibility Requirements, to determine if each applicant to Job Corps meets the eligibility requirements necessary to provide a conditional offer of enrollment.
a. Before beginning the eligibility requirements process, the AC must explain to every applicant, and their parent, guardian if a minor, or other representative, that two of the eligibility requirements questions (those related to age and low-income status) may result in answers disclosing that the applicant has a disability. The AC must also explain the four principles that apply to all medical and disability-related questions in Job Corps. See Section 1.2, R3.b below.
b. Asking About Disability
In general, ACs may not ask whether an applicant is an individual with a disability or about the nature and severity of a disability prior to conditional enrollment in Job Corps. (An applicant is conditionally enrolled in Job Corps when the AC determines that the applicant has met the eligibility requirements of Exhibit 1-1.) At two points in the process of determining eligibility; however, ACs may invite an applicant to disclose whether they have a disability:
1. If the applicant is or will be older than 24 years old on the date of enrollment, the maximum age limit may be waived if the applicant is a person with a disability.
2. If the applicant would not meet the low-income requirement unless the applicant is considered a “family of one” because of a disability.
The AC should explain to the applicant that under the law, they may be considered a “person with a disability” if:
(a) They have a physical or mental impairment.
(b) The impairment affects one or more of their major life activities. The term “major life activities” refers to activities that are of central importance to daily life, (e.g., caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, learning, and working; and operation of a major bodily function such as the immune system, respiratory, circulatory, and other systems); and
(c) The effect of the impairment is substantial.
Before inviting the applicant to disclose whether they fall into this category, the AC must explain to the applicant that:
(a) Providing disability-related information is voluntary – in other words, the applicant is not required to disclose whether they have a disability.
(b) The information will be kept confidential as required by law.
(c) Declining to disclose whether they have a disability will not cause the applicant to receive unfavorable treatment (except that if the applicant decides not to disclose, there is a possibility that they will not be found to meet the age requirements and/or qualify as low income).
(d) The information will be used only in accordance with the law.
The same four pieces of information, (a) through (d) above, must be provided whenever an applicant is about to be asked a question and the answer to the question is likely to lead to disclosure of a disability.
The AC should explain to the applicant that when they are asked whether they fall into the category of an individual with a disability, the applicant should select only one of three possible answers: yes, no, or do not wish to answer. If the applicant’s response is yes, the AC:
(a) Must not use this information to determine the applicant’s eligibility under any factors other than age or low-income status
(b) Will continue with the admissions process and no other information regarding the disability will be requested or collected until and unless the applicant is notified that they have been determined eligible and selected for enrollment in Job Corps or unless the applicant asks for RA/RM/AAS for the admissions process
After the applicant is notified that they have been determined eligible and selected for enrollment in Job Corps, the AC will secure any corresponding supporting medical and/or educational documentation. The AC must not review the contents of this information, and must upload all medical documents and/or all special education and/or disability documentation to the Wellness and Accommodation E-Folders (see Appendix 202, Transmission, Storage, and Confidentiality of Medical, Health, and Disability-Related Information). The health and wellness center shall maintain hard copies of the medical records for the student health record; medical documents should be printed from the applicant's electronic record for this purpose.
As part of the E-Folder review process, the center will verify that the applicant has a disability, and therefore meets the applicability of waivers for age and/or income eligibility. If the center determines that the applicant does not have a disability, the center File Review Team will recommend denial of enrollment to the Regional Office for final disposition (see Chapter 1, Form 1-06, Applicant File Review Center Recommendationof Denial Form for Age or Income Due to Disability Status).
c. If there are any eligibility requirements that the applicant does not meet, stop the application process at that point because the applicant is not eligible for admission to Job Corps. The AC must provide a written explanation of the denial to the applicant (see Appendix 103, Denial Letter Template for Admissions Counselors). This explanation must inform the applicant about their right to file an appeal with the OA agency or the Job Corps center. The explanation must also inform the individual of his or her right to file a discrimination complaint with either the recipient of the funds as defined in 29 CFR 38.4, such as the OA agency or the Job Corps contractor, or Center Operator, if not federally operated, or the Director of the U.S. Department of Labor Civil Rights Center (DOL-CRC) if the applicant feels they were discriminated against during the application process.
d. The following is a list of the eligibility requirements for Job Corps. This list provides only a brief outline of each requirement; it does not contain all of the information an AC must have in order to properly make a determination about whether a particular applicant meets each requirement. That information is found in Exhibit 1-1, Eligibility Requirements.
1. To be determined eligible for Job Corps, each applicant must be a
(a) United States citizen or national, including a naturalized citizen;
(b) lawfully admitted permanent resident alien, refugee, asylee or parolee, or other immigrant who has been authorized by the Department of Homeland Security to work in the United States; or
(c) resident of a U.S. territory.
2. Be at least 16 years of age and not more than 24 years of age on the date of enrollment (i.e., date of departure for a center), with the following exceptions:
(a) For an individual with a disability who is otherwise eligible, the maximum age limit may be waived (minimum age is still 16). Therefore, this eligibility requirement will require the AC to invite an applicant older than 24 to disclose whether they have a disability (see Appendix 201, Communicating with Individuals with Disabilities).
(b) During a qualifying emergency as defined in Section 3502(a)(4) of the Coronavirus Aid, Relief, and Economic Security Act (CARES Act), Pub. L. 116-136, or the 1-year period immediately following the expiration of the qualifying emergency, an individual may be enrolled if they are more than 24 years of age on their date of enrollment as long as the individual is otherwise eligible for Job Corps and the individual:
(1) submits an application by June 27, 2021 and is not older than 24 years of age on the date the application is submitted; and
- For the purpose of this qualifying emergency waiver on the upper age limit, an application is considered submitted on the date that the AC opens an applicant file in OASIS for the applicant.
(2) turns 25 years of age during the qualifying emergency or the 1-year period immediately following the expiration of the qualifying emergency.
3. Qualify as “low income” as described in Exhibit 1-1, Eligibility Requirements. Documentation must be collected verifying that the applicant meets the low income criterion. This eligibility requirement will require the AC to invite an applicant who does not meet the standard low-income requirement to disclose whether they are a person with a disability who would meet the requirement under the disability waiver (see Appendix 201, Communicating with Individuals with Disabilities).
Special Rule for Veterans: In making the income determination, the Admissions Counselor will disregard military income earned by the veteran in the 6 months prior to the application.
4. Face one or more of the following barriers to education and employment:
(a) Is basic-skills deficient:
(1) A youth with English, reading, writing, or computer skills at or below the 8th grade level on a generally accepted standardized test; or
(2) An individual unable to compute or solve problems, read, write, or speak English, at a level necessary to function on the job, in the individual’s family, or in society.
(b) Is a school dropout
(c) Is homeless, as defined in sec. 41403(6) of the Violence Against Women Act of 1994 (42 U.S.C. 14043e-2(6)); is a homeless child or youth, as defined in sec. 725(2) of the McKinney-Vento Homeless Assistance Act (42 U.S.C. 11434(a)(2)); is a runaway, an individual in foster care, or an individual who was in foster care and has aged out of the foster care system (see Exhibit 1-1, Eligibility Requirements, for details)
(d) Is a parent, an individual who, in law, has custody, guardianship, or access rights in regard to a child and who may have corollary obligations to financially support a minor, typically by way of child support
(e) Requires additional education, career technical training, or workforce preparation skills in order to obtain and retain employment that leads to economic self-sufficiency
(f) Is a victim of a severe form of trafficking in persons, as defined in Section 103 of the Victims of Trafficking and Violence Protection Act of 2000 (22 U.S.C. 7102(9)), (Individuals who qualify as a victim of a severe form of trafficking in persons need not meet the income eligibility requirement described above in PRH Section 1.2, R3.d.3.)
5. Meet the Selective Service Registration requirement, if applicable. If the applicant is male, he must sign a consent form for automatic Selective Service Registration.
6. Educational and training needs
For each applicant, the AC must determine, based on the information relating to the background, needs, and interests of the applicant, whether the educational and career and technical training needs of the applicant can best be met through the Job Corps program, or if the applicant should be referred to an alternative program in the community in which they reside. Exhibit 1-1 contains a detailed explanation about how to make these determinations. The following should be considered:
(a) If the applicant has not graduated from high school:
(1) The applicant wants to earn a high school diploma or its recognized equivalent and participate in career technical training (the applicant must indicate a desire to obtain both academic and career technical training).
(2) After graduation from Job Corps, the applicant intends to
• obtain employment,
• enter the military, or
• continue his or her education.
(b) If the applicant is a high school graduate:
(1) The applicant wishes to obtain career technical training.
(2) After graduation from Job Corps, the applicant intends to
• obtain employment,
• enter the military, or
• continue his or her education.
7. Meet the determination that there is a reasonable expectation that the applicant can participate successfully in group situations and activities, and is not likely to engage in actions that would potentially
(a) prevent other students from receiving the benefit of the program,
(b) be incompatible with the maintenance of sound discipline, or
(c) impede satisfactory relationships between the center to which the student is assigned and surrounding local communities.
8. Demonstrate a basic understanding of the rules of the Job Corps program and the consequences of failure to follow the rules, and document that the applicant agrees to comply with the rules. The criteria that the applicant must meet, and the questions that the AC must ask the applicant in order to determine whether they meet these requirements, are described in detail in Exhibit 1-1, Eligibility Requirements.
9. Disqualifying Convictions: An individual will not be selected as a student if the individual has been convicted of a felony consisting of
(a) murder (as described in Section 1111 of Title 18, United States Code),
(b) child abuse, or
(c) a crime involving rape or sexual assault.
10. After conducting a background check consistent with applicable State and local laws, confirm that the applicant is not on probation or parole, under a suspended sentence, or under the supervision of any agency as a result of court action or institutionalization, to the extent that they will be prohibited from participating in the program. The steps that the AC must take to determine whether the applicant meets these requirements are described in detail in Exhibit 1-1, Eligibility Requirements, and Appendix 102, Admissions Counselor Guide for Evaluating Court Involvement/Agency Supervision and the Maintenance of Sound Discipline. The following is a brief description of the determinations the AC must make.
(a) If the applicant is on probation, or on parole, or under a suspended sentence, or under the supervision of any agency as a result of court action or institutionalization, then all of the following must be certified by the appropriate court or agency:
(1) The court or agency will approve of the applicant’s release from its supervision.
(2) The applicant’s release does not violate applicable statutes and regulations.
(3) The applicant has responded positively to supervision.
(4) The court or agency will permit the applicant to leave the local area or state while they are enrolled in Job Corps.
(b) If the applicant has court fines or court-ordered restitution in excess of $500, then one of the following requirements must be met:
(1) The applicant must settle the court fine or court-ordered restitution prior to enrollment.
(2) The court must agree to suspend the obligation during the applicant’s enrollment in Job Corps.
(3) The Regional Office of Job Corps grants a waiver and permits entry.
11. Have child care, if applicable. If the applicant is a parent, they must certify that they have made suitable arrangements for the care of any dependent children for the proposed period of enrollment.
12. Sign, or have a parent, guardian if a minor, or other representative sign, the Form 6-02 “Authorization for Use and Disclosure of Your Health Information.”
13. Receive parental consent, if applicable. If the applicant is an unemancipated minor, his or her parent or legal guardian must provide consent for him/her to participate in Job Corps. Exhibit 1-1, Eligibility Requirements, describes how to determine whether the applicant is an emancipated minor.
e. Once the AC has completed the eligibility requirements process, if the AC makes a decision that the applicant meets the eligibility requirements, a conditional offer of enrollment will be made and the applicant will be assigned to a center. The AC will then:
1. Ask the applicant to complete the Job Corps Health Questionnaire (ETA 653) with the AC in an interview format, making sure to clarify that the disclosure of medical history is voluntary, and the applicant is not required to answer the questions. Parent/guardians or other representatives may also assist the applicant as needed. If the applicant is a minor, parent/guardians or other representatives must participate. RA/RM/AAS must be provided for applicants with a disability if needed to complete the Job Corps Health Questionnaire (ETA Form 653).
2. Inform each applicant of their right to request RA/RM/AAS and review the RA/RM/AAS Request Form with the applicant (see Form 2-03, Procedures for Providing Reasonable Accommodation, Reasonable Modification in Policies, Practices or Procedures and Auxiliary Aids and Services). If the applicant wants to request RA/RM/AAS, the request form should be completed. The AC may assist with the completion of the request form as necessary.
3. Secure any corresponding supporting relevant medical and/or educational documentation. The AC must not review the contents of this information, and must upload all medical documents and/or all special education and/or disability documentation to the applicant's Wellness and Accommodation E-Folder (see Appendix 202, Transmission, Storage and Confidentiality of Medical, Health and Disability-Related Information). The center's health and wellness center staff will maintain hard copies of the medical records for the student health record; and for this purpose, such medical documents must be printed from the applicant's electronic record.
R4. Establishment of Child Care Arrangements
a. Prior to enrollment, a program applicant with dependent children who provides primary or custodial care must certify that suitable arrangements for child care have been established for the proposed period of enrollment.
b. Job Corps centers are responsible for coordinating with outreach and admissions agencies to assist applicants, whenever feasible, with making arrangements for child care.
R5. Priority Enrollment
An applicant who meets all of the eligibility requirements listed above in R3, and who is a veteran of the armed forces of the United States or an eligible spouse of a veteran (as specified in Exhibit 1-2, Factors for Priority Enrollment), will receive priority in enrollment at Job Corps centers. Those applicants who qualify for priority enrollment will be offered the opportunity to enroll in the program before all other applicants.
As warranted, the National Director of Job Corps may initiate an “expedited enrollment” policy for victims of natural and man-made disasters. As directed, Outreach and Admissions agencies serving affected areas should follow the procedures outlined in Exhibit 1-3, Office of Job Corps Expedited Applicant Enrollment for Natural and Man-Made Disaster Victims.
R6. Collection and Handling of Other Types of Required Documents
The AC must upload all eligibility and center-review related documents to the respective E-Folders.
Any documents containing protected health and/or disability information must be stored within the repsective Health and Disability E-Folders. See Appendix 202, Transmission, Storage and Confidentiality of Medical, Health and Disability-Related Information.
R7. Center’s New Information Review of Applicant Eligibility
a. The AC determines an applicant’s initial eligibility (i.e., meets the eligibility requirements) to enroll in the Job Corps program. The files of eligible applicants are forwarded to the center in which the applicants have been conditionally assigned so that the center may complete clinical reviews. The center File Review Team or its individual members only may revisit the determination that an applicant is qualified for admission (i.e., an applicant’s eligibility status) if:
1. There is new information presented that the AC could not have reasonably known at the time the applicant’s qualification for admission was established.
2. The new information indicates that the applicant offered enrollment may no longer meet eligibility requirements (see Chapter 1, Section 1.5, R1.a).
b. If new information is present that indicates that an applicant may no longer be eligible to enroll in Job Corps, the center File Review Team must complete the following steps:
1. Identify the specific eligibility requirements that the applicant no longer is believed to meet as per the criteria listed in Exhibit 1-1, Eligibility Requirements.
2. Re-apply the listed criteria for each of the specific eligibility requirements in question. Ask the applicant any questions outlined within the guidance information in Exhibit 1-1, Eligibility Requirements, for the specific eligibility requirement. The questions must be stated in the same way they are written in Exhibit 1-1, Eligibility Requirements, and as they were originally asked by the AC. Their content may not be broadened or modified.
3. If the applicant provides a negative (e.g., “no”) response to the specific questions previously asked by the AC from Exhibit 1-1, Eligibility Requirements, then the applicant is no longer eligible and the application process is stopped. If the applicant responds with a “yes” response, then the application process continues.
For example, in Exhibit 1-1, Eligibility Requirements, within the guidance for Criterion 7, Group Participation, the AC was instructed to ask: “Do you understand that you will be living and working with members of various races, ethnic groups, political or religious affiliations or beliefs, sexual orientations, gender identities, and people with disabilities?” This question is informational only and is asked to confirm the applicant’s understanding of the Job Corps environment before proceeding with the actual eligibility question specific to the eligibility requirement which is, “Knowing this about Job Corps, are you willing to go forward with your application?” The applicant would have responded with a “yes” to have been found eligible previously by the AC.
If new information surfaces or is provided during the center’s review that the AC could not have reasonably known that may now indicate that this applicant is no longer eligible under the “Group Participation” eligibility requirement, then the center File Review Team must ask the exact same questions of the applicant as those originally asked by the AC for that specific eligibility requirement (i.e., “Do you understand that you will be living and working with members of various races, ethnic groups, political or religious affiliations or beliefs, sexual orientations, gender identities, and people with disabilities? Knowing this about Job Corps, are you willing to go forward with your application?”)
4. If the applicant is determined to no longer be eligible, then the center completes the Center Recommendation of Denial Form and submits it, the applicant file and the supporting documentation to the Regional Office for review.
c. New Information–Age (Criterion 2), Income Eligibility (Criterion 3), and Disability Status
1. In general, ACs may not ask whether an applicant is an individual with a disability or about the nature and severity of a disability prior to conditional enrollment in Job Corps. At two points in the process of determining eligibility, however, ACs may invite an applicant to disclose whether they have a disability:
(a) If the applicant is, or will be, over 24 years old on the date of enrollment, the maximum age limit (Eligibility Requirement-Criterion 2) may be waived if they are a person with a disability.
(b) If the applicant would not meet the low-income requirement unless the applicant is considered a “family of one” (Eligibility Requirement-Criterion 3) because of disability.
2. The AC does not determine whether or not an applicant is a person with a disability. Appropriate center staff will do this since the AC does not review health and medical information. The AC gathers the related documentation and uploads it to the respective Health or Disability E-Folder for the assigned center's review.
(a) The center reviews the documentation of disability. If the documentation supports that the applicant is a person with a disability, the applicant file review process continues.
(b) If the center determines that the applicant is not a person with a disability, then the center completes the Center Applicant File Review, Center Recommendation of Denial Form for Age or Low Income Due to Disability Status (see Form 1-06), uploads the form to the OTHER sub-folder in the Disability E-Folder and the supporting documentation to the respective Health or Disability E-Folder and selects the Flag for Regional Review in CIS.
R8. Determination of Ineligibility or Failure to Meet Other Eligibility Requirements after Enrollment
If, after an individual is enrolled in Job Corps, new information is received that is credible and reliable and that indicates that the individual does not meet the eligibility criteria for the program, appropriate members of the File Review Team will review the new information and determine, based solely on that information, whether or not the individual remains eligible for the program. If the team determines that the individual has become ineligible and recommends that the individual be removed, the center completes the Center Recommendationof Denial - Eligibility Review/New Information (see Form 1-06), uploads the form to the OTHER sub-folder in the respective Health or Disability E-Folder and any supporting documentation to the respective Health or Disability E-Folder and selects the Flag for Regional Review in CIS. The Regional Office makes the determination of the removal of the individual. The individual should remain on center until they are officially separated, unless they pose a risk to themselves or others or would interfere with the delivery of services to other students.
R9. Readmission Criteria
Admissions Counselors (ACs) must assess, determine, and verify that applicants for readmission:
a. Meet all eligibility requirements (see Exhibit 1-1, Eligibility Requirements).
b. Have not been readmitted before, unless the most recent separation was the result of a medical separation; and the student is able to meet the eligibility requirements of the program with or without RA/RM/AAS.
c. Have no more than 18 months of previous, paid Job Corps training, and can be expected to complete training within a period of time which, when added to the initial stay, will total no more than 24 months, unless the period is extended as part of a reasonable accommodation of a disability or to complete advanced career training.
d. Have been out of Job Corps a minimum of 1 year. This may be waived at the discretion of the Regional Director and may be waived as part of a disability accommodation.
e. Have not previously received mandatory separations for Level I disciplinary reasons (refer to Exhibit 2-1, Infraction Levels, Definitions, and Appropriate Center Actions) except for applicants previously separated for Level I drug use or Level I alcohol-related infractions (possession, consumption, or distribution of alcohol while on center or under center supervision; or abuse of alcohol). Such applicants are eligible to reapply after 1 year. If applicants separated for a Level 1 drug use infraction test positive for drug use upon readmission, they will be separated immediately and not allowed to reapply to Job Corps.
R10. Application Procedures for Readmission
ACs must:
a. Help the applicant applying for readmission complete all required application forms.
b. Verify the applicant’s entry and separation dates, previous center of assignment, reason for separation, and center recommendation regarding readmission. Centers may recommend that the applicant be readmitted to Job Corps, but may recommend that the applicant not be readmitted to the previous center the applicant attended, in cases where rejoining the original center would decrease the applicant’s likelihood to succeed in the program.
c. Provide justification for readmission that clearly demonstrates a motivational change as well as behavioral improvement by the applicant who previously received an unfavorable center recommendation or a disciplinary discharge. Such applicant must provide the AC with documentation of how they have made positive improvements since leaving the program, (e.g., letter attesting to participation in volunteer activities, certificate of completion of vocational/educational classes. Documentation must be included in the applicant folder).
d. Where applicable original centers must provide student files to the receiving center in the case of readmitted students.
