This section highlights areas of the admissions process that focus on an applicant with a disability. The Job Corps admissions process is detailed in PRH Chapter 1.

Once an applicant has been determined eligible for the program, the AC will conduct screening on additional factors for selection and assign the applicant to a center. The applicant should be assigned to the center closest to home except under certain conditions, disability is not one of the conditions (PRH Chapter 1, Section 1.2, R5). After the applicant has been assigned to a center, the AC collects health and reasonable accommodation information. Health and reasonable accommodation information shall have no bearing on an applicant's eligibility or center assignment.

The following forms and checklists are designed to assist ACs during the admissions process:

• Sample checklist that guides the AC through the admissions process

• Guide to asking health questions and gathering appropriate documentation

• Forms ACs can use to request medical/accommodation information from health care providers for applicants with various disabilities

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Interviewing an Applicant

Questions that are likely to elicit information about a disability (e.g., medical-related questions) may be asked after the applicant has been assigned to a center. Any medical-related questions asked during this process should be asked of all applicants.

There are specific circumstances under which an applicant can be asked if s/he is a person with a disability information (PRH Chapter 1, Section 1.2, R2).

ACs can only ask an applicant if s/he is a person with a disability to:

• Collect demographic data (sex, race, age, disability status) from each applicant as required by 29 CFR Part 34

• Determine if an applicant may be considered a family of one

• Determine if the upper age limit can be waived

These questions should be asked in a manner that requires only a yes or no answer. Any other information obtained from these inquiries cannot be used to determine eligibility or center assignment.

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Equal Opportunity Notice

ACs are required to provide all applicants with the Equal Opportunity Notice set forth in 29 CFR 37.30 (See PRH-Exhibit 6-11). The notice must be signed and dated by the applicant and a copy placed in the applicant’s file. For a copy of the notice and more information, see PRH Change Notice 05-04.

The notice must be provided in alternate formats upon the request of applicants with visual impairment. Where an alternate format notice has been provided, a record that such a notice has been given must also be made a part of the applicant’s file.

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Reasonable Accommodation

During the admissions process, all applicants must be informed of their right to request reasonable accommodation (reasonable accommodation request form provided in application packet) to participate in the Job Corps program. Any applicant with a disability may request reasonable accommodation to participate in the admissions process and/or program. ACs should be aware of the reasonable accommodation process, their role in the process, and able to explain the process to the applicant. Additionally, OA staff should be prepared to provide reasonable accommodation that will allow an applicant to participate in the admissions process (e.g., provide materials in accessible format, conduct admissions interview in accessible location). Click here for detailed information on reasonable accommodation.

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Benefits Counseling

Job Corps pay is considered earned income, therefore, applicants with disabilities often have questions about how their participation in the program will affect their benefits (e.g., social security, social services). Eligibility rules are complicated and vary depending on what benefits the applicant is receiving. Since every case is different, the AC should encourage the applicant to work with his/her case managers to determine the impact participation in Job Corps and eventually employment will have on benefits. To assist the applicant, the AC can provide information about pay schedules, amounts, and CDP bonuses. If ultimately the applicant is unable or unwilling to risk losing benefits to participate in the program or employment, consideration should be given to the appropriateness of Job Corps for this person.

The Social Security Administration (SSA) publishes information brochures that explain SSA benefits in detail. To access this information, visit SSA's website at http://www.ssa.gov. The Montana University Affiliated Rural Institute on Disabilities publishes a concise fact sheet on SSA work incentives. For more information, visit the Institute's web site, http://ruralinstitute.umt.edu. Additionally, http://www.disabilitybenefits101.org offers information on the connection between work and disability benefits specifically for California residents, although much of the information is pertinent for all Job Corps students with disabilities.

Click here for a guide about state and federal government programs and benefits for people with disabilities.

Applicants with Disabilities Receiving SSA Benefits

Applicants with disabilities receiving SSA benefits can be referred to their local SSA Work Incentives Planning and Assistance (WIPA) programs (where available). WIPAs provide SSA beneficiaries with disabilities (including transition-to-work aged youth) access to benefits planning and assistance services. Visiting a WIPA will help the student (and his/her family) make an informed choice about participation in Job Corps and future employment. For more information on WIPAs and a state-by-state contact list, visit SSAs WIPA fact sheet.

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