Is there a “work-around” to allow an employer to pay for a laid-off individuals tuition without endangering his eligibility for allowances?
Yes, there is a process that has worked. Explanation: Currently, the regulations prohibit the approval of any training program if the worker would be requested or required, at any time or under any circumstances, to pay any of the costs of a training program. Employers can pay for the full costs of training but a problem arises if this reimbursement becomes contingent (e.g., a passing grade). A “work around” that has been utilized involves obtaining a dual-enrollment NEG to supplement the employment-related assistance for these workers. As such, the state and the company can enter into an agreement where the employer tuition program will be used to pay the costs of training, but in cases where the participant is in TAA-approved training, and does not meet the employer’s requirements for reimbursement, the NEG funds are used to cover the costs of the training rather than requiring the individual to repay the employer. This arrangement allows trade-certified workers to benefit from the c
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