by an on-the-job training contract must not have been created by the displacement of employed workers in the same or similar position. A local Michigan Works! Agency may not enter into an on-the-job training contract with employers who have relocated their business or part of their business from any location in the Unites States, in the past 120 days, that has resulted in any employee losing his or her job at the original location. Employers must offer wages, benefits, and working conditions that are equal to those provided to regular employees who have worked for a similar length of time and are doing the same type of work. The employer must comply with all applicable federal, state, and local laws and regulations providing safe and clean working conditions. If a union is present at the worksite, a union concurrence is required as part of the contract. Funds will not be used to assist, promote, or deter union organizing in accordance with the WIOA Section 151(b)(7). Local areas should target priority industries identified by local Workforce Development Boards consistent with a demand-driven workforce system. Occupations targeted for training should be defined in the local on-the-job training policy and should align and support the Michigan Industry Cluster Approach. Targeted outreach should then occur within those industries. On-the-Job Training and Staffing Agencies: Many job openings are filled by “host using staffing or personnel agencies. Staffing agencies are usually the employers” employer of record. They provide pay and benefits and are responsible for payroll taxes and The host employer is usually responsible for providing the workers’ compensation. work and work space. Training can be the responsibility of the host employer, the staffing agency, or both. When formula WIOA funds are used for an employment situation involving a staffing agency, several factors must be considered prior to approving on-the-job training funding: turnover pattern; pay and benefits; documentation; and the reimbursement check. On-the-Job Training and Employed Workers: An on-the-job training contract may be written for eligible employed workers when the following circumstances are met:
by an on-the-job training contract must not have been created by the displacement of employed workers in the same or similar position. A local Michigan Works! Agency may not enter into an on-the-job training contract with employers who have relocated their business or part of their business from any location in the Unites States, in the past 120 days, that has resulted in any employee losing his or her job at the original location. Employers must offer wages, benefits, and working conditions that are equal to those provided to regular employees who have worked for a similar length of time and are doing the same type of work. The employer must comply with all applicable federal, state, and local laws and regulations providing safe and clean working conditions. If a union is present at the worksite, a union concurrence is required as part of the contract. Funds will not be used to assist, promote, or deter union organizing in accordance with the WIOA Section 151(b)(7). Local areas should target priority industries identified by local Workforce Development Boards consistent with a demand-driven workforce system. Occupations targeted for training should be defined in the local on-the-job training policy and should align and support the Michigan Industry Cluster Approach. Targeted outreach should then occur within those industries. On-the-Job Training and Staffing Agencies: Many job openings are filled by “host employers” using staffing or personnel agencies. Staffing agencies are usually the employer of record. They provide pay and benefits and are responsible for payroll taxes and workers’ compensation. The host employer is usually responsible for providing the work and work space. Training can be the responsibility of the host employer, the staffing agency, or both. When formula WIOA funds are used for an employment situation involving a staffing agency, several factors must be considered prior to approving on-the-job training funding: turnover pattern; pay and benefits; documentation; and the reimbursement check. On-the-Job Training and Employed Workers: An on-the-job training contract may be written for eligible employed workers when the following circumstances are met:
WIOAUnifiedPlanMod1_9_7_16_534019_7.docx