The Tennessee Career Center is a place where job seekers can be matched with employers through a network of

coordinated services and assist employers with various types of training services

Incumbent Worker Training: Grant funding for existing businesses to assist in effectively retaining and keeping

businesses competitive through skills upgrade training for existing full-time employees

On-the-Job Training: A training service that can reimburse up to 50% of the trainee’s wages for the extraordinary cost

of providing the training and additional supervision

Labor Market Information: Provide unemployment rates, wage, education, economic, and demographic data by

County, Workforce Investment Area or within the State of Tennessee

Rapid Response Services for Layoffs or Plant Closures: Provide employers and employees information about

retraining, job opportunities, unemployment insurance benefits and other local, state, and federal services during company layoffs or closures

Work Opportunities Tax Credits: Provide information regarding Work Opportunity Tax Credit. This program allows

businesses to receive tax credits for hiring persons within certain target groups

Post Job Orders: TN Department of Labor statewide job database that provides available job listings to job seekers

Pre-screen applicants: Career Center staff can prescreen applications to assist employers in narrowing down the field

of applicants

Job Fairs and Recruiting Services: Facilitate job fairs to provide a pool of applicants for businesses to meet and

consider for employment and/or Provide assistance in recruiting job applicants for your business

Pre-employment Testing: Assessments are administered to assist businesses in their selection process.

Assessments are objective and help your company make better informed decisions in the selection of new employees

Interview Space: Career Centers provide space for business to use for interviewing pre-screened applicants

Interviewstream: Web-based interview program that will assist businesses with pre-screening applicants, which will

result in time and money saved by the company

It is our goal to make it easy as possible for your business to find well trained, highly qualified employees

For additional resources or information contact the business service representative in your area:

Stan Smith Stephen Webb Hickman, Lawrence, Lewis, Perry, Wayne Giles, Marshall, Maury (931) 796-3747 (931) 490-3809 Stan.Smith@sctworkforce.org Stephen.Webb@sctworkforce.org

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How Many Employees Can I Hire? The number of trainees in a contract per employer should be based upon the availability of jobs and eligible job seekers and governed by the following information:

Companies with one or two

employees – OJT contracted positions will not exceed one at any given time

Companies with 3 to 9 employees –

OJT contracted positions will not exceed a ratio of 40% of the training employer’s total number of employees at any given time

Companies with 10 or more

employees – OJT contracted positions will not exceed a ratio of 25% of the training employer’s total number of employees at any given time

What Is On-The-Job Training (OJT)? A training service provided by the Tennessee Career Center to an employer in the public, private non-profit, or private sector that is provided to a paid participant while engaged in productive work in a job that provides knowledge or skills

essential to the full and adequate performance of the job

Employers are reimbursed up to 50 percent of the wage rate of the participant, for the extraordinary cost of providing the training and additional supervision; and is limited in durations as appropriate to the occupation for which the

participant is being trained. Job-seeker participants will acquire additional skills with new technology, workplace literacy or new procedures

Other OJT Stipulations The length of training will be

determined through an evaluation of the contents of the training, skill requirements of the occupation, the academic and occupational skill level of the participant, prior work experience, and the participant’s individual employment plan

OJT must be jobs that offer

“permanent” employment insofar as the employer can forecast, with no placement in obviously seasonal or otherwise temporary jobs

The eligible participant must be

employed full time during OJT training as documented by the Employer’s attendance records

Tennessee Career Center 119 Nashville Highway, Suite 106

Columbia, Tennessee 38401 Stephen Webb – Business Service Manager

(931) 490-3809

Tennessee Career Center 25 Smith Avenue

Hohenwald, Tennessee Stan Smith – Business Service Coordinator

(931) 796-3747

www.sctworkforce.org

Incumbent Worker Training

General Provisions of the Program

A business must have at least five full-time employees Training should improve employee earnings potential through the upgrade of skills Training will assist in keeping businesses competitive to promote growth and avoid layoffs Businesses may use public, private or its own in-house training provider Training can be conducted at business’s own facility, training providers facility or a combination Maximum grant request for private for-profit businesses in operation for one year - $25,000 Maximum grant request for private non-profit Healthcare businesses in operation for one year - $25,000 Businesses will provide a matching contribution to the training project equal to at least the requested grant amount Businesses can provide training for up to four components Reimbursable training costs – instructors/trainers wages, curriculum development, textbooks/manuals,

materials/supplies, tuition expense, software Notification of Approval must be received prior to the start of any training

Application Website: http://www.state.tn.us/labor-wfd/et_services_employers.html

Contact: Stephen Webb, Business Service Manager – (931) 490-3809

For Giles, Marshall & Maury Counties

Stan Smith, Business Service Coordinator – (931) 796-3747 For Hickman, Lawrence, Lewis, Perry & Wayne Counties

Auxiliary aids and services are available upon request to individuals with disabilities. WIA/LWIA is an equal opportunity employer/program South Central Tennessee Workforce Alliance/Administrative Entity

This project is funded under an agreement with the Tennessee Department of Labor & Workforce Development

The Incumbent Worker Training Program provides grant funding for customized training for existing businesses. Through this customer-driven program, Tennessee is able to effectively retain and keep businesses competitive through upgrade skills training for existing full-time employees

How Can My Organization Receive

Customized Training Funds? Employers who request WIA Adult funding for customized training projects must: Demonstrate that their workers

are not currently earning a self -sufficient wage as determined by the self-sufficient wage intend to retain or promote the employees who undergo training;

Pay for not less than 50% of the actual training costs. The cost per training participant should not exceed $5,000.00

Employed workers who participate in customized training using WIA Adult funding need to be registered into WIA. Career assessments must demonstrate aptitudes, interests, and achievement levels in the selected career field

The employer will indicate through the contract that they intend to retain or promote the employees who undergo training

What Is Customized Training?

Customized Training is designed to meet the special occupational requirements of an employer or group of employers; is conducted with a commitment by the employer to employ or retain an individual on successful

completion of the training

Participants acquire additional skills with new technology, workplace literacy or new procedure. In addition, it allows individual(s) to gain employment opportunities or job advancements, and maintain unsubsidized

employment

What Other Stipulations Are Involved in Customized Training?

The employed workers who

participate in customized training using WIA Adult funding need to be registered into WIA meeting all of WIA eligibility requirements

The Employer is not obligated to hire participants who do not successfully complete the training or who do not pass the certification requirement or exam

Cost of training could include such elements as: cost of the instruction, cost of the instructor, wages of the employees being trained while they are in training, cost of curriculum development associated with the training course, training materials and books as needed for the course, etc… The purchase of equipment, administration and the renovation of facilities are not allowable costs

Tennessee Career Center 119 Nashville Hwy. Suite 106

Columbia, TN 38401 Stephen Webb – Business Service Manager

(931) 490-3809

Tennessee Career Center 25 Smith Avenue

Hohenwald, Tennessee Stan Smith – Business Service Coordinator

(931) 796-3747

CONSULTING SERVICES EMPLOYER CHECKLIST

Please check areas of interest for your organization from the following:

o Communication

o Problem solving

o Decision making

o Dealing with conflict

o Planning – long range and strategic

o Implementing plan

o Evaluating plan

o Change management

o Recognizing need for change

o Managing change

o Team development activities

o Leadership coaching

o Management development

o Analyzing organizational tendencies

o Organizational culture

o Valuing individuals

o OTHER_____________________________________________________________________ Name_____________________________________________ Organization_______________________________________ Phone #___________________________________________ Email_____________________________________________ Return survey to: South Central Tennessee Workforce Alliance ATTN: Jennifer Lewis #8 Public Square Columbia, TN 38401 (w) 931-375-4202 (fax) 931-381-7643 jennifer.lewis@sctworkforce.org

LEADERSHIP DEVELOPMENT APPLICATIONS

MYERS-BRIGGS TYPE INDICATOR (MBTI)

ORGANIZATIONS

• Improving Communications • Enhancing problem solving and decision making • Dealing with Conflict • Planning, implementing and managing organizational change • Recognizing and managing stress • Team development activities • Leadership and management development and coaching • Analyzing organizational tendencies

RELATIONSHIPS

• Recognition and respect for differences between people • Appreciation for the value the differences bring

YOUTH

• Type associated with Career Choice • Type associated with preferred learning styles • Support, acceptance and validation for preferences

CONTACT: Jennifer Lewis MA, MBTI Certified Staff Trainer (w) 931-375-4202 (c) 615-513-0509 jennifer.lewis@sctworkforce.org

State of Tennessee

National Career Readiness Certificate

Research has shown a clear gap between skills of our nation’s workforce and the basic skills needs of employers. To reduce the cost of remedial training and lost efficiency, more employers are implementing pre-employment assessments to identify these skills prior to hiring.

What is the National Career Readiness Certificate (NCRC)? The NCRC is a credential based upon the WorkKeys

®

assessments that substantiate to employers that an individual possesses the basic workplace skills required for 21

st century

jobs. Getting a NCRC will allow an individual to show prospective employers that he or she possesses the basic skills they are seeking. Even if an individual has a high school diploma (or GED) or a post secondary degree, the NCRC further verifies that he or she can handle tasks that are common and vital in today’s workplaces -such as finding information, reading instructions and directions, and working with figures.

What are the target areas and levels of the National Career Readiness Certificate? The NCRC focuses on three targeted skills:

Reading for Information

Applied Mathematics

Locating Information Reading for Information—comprehending work-related reading materials, from memos and bulletins to policy manuals and governmental regulations. Applied Mathematics—applying mathematical reasoning to work-related problems. Locating Information—using information from such materials as diagrams, floor plans, tables, forms, graphs, and charts.

The National Career Readiness Certificate (NCRC)and Career Readiness Certificates (CRC) are becoming widely accepted as a standard for documenting essential skill sets of the 21st Century workforce.

WorkKeys is a registered trademark of ACT, Inc. The National Career Readiness Certificate is a trademark of ACT, Inc.

Skill Area Bronze Silver Gold Platinum

Reading for Information

3 4 5 6

Applied Mathematics

3 4 5 6

Locating Information

3 4 5 6

Bronze Level: An individual achieving this level possesses core employability skills for approximately 30% of the profiled jobs. Silver Level: An individual achieving this level possesses core employability skills for approximately 65% of the profiled jobs. Gold Level: An individual achieving this level possesses core employability skills for approximately 90% of the profiled jobs. Platinum Level: An individual achieving this level possesses core employability skills for approximately 99% of the profiled jobs.

What are the benefits to job seekers for obtaining a National Career Readiness Certificate? Valid proof of an individual’s basic job skills

Better job opportunities

Could lead to a potential for higher wages

Job seeker obtains a nationally recognized certificate

What systems are used to help potential employees qualify for the National Career Readiness Certificate? For individuals who do not initially achieve the NCRC, assessment results will indicate the targeted training needed to achieve the skill levels necessary to obtain a certificate. The Tennessee Career Centers, some community colleges, and all Tennessee Technology Centers will assist those individuals with increasing their skill levels through the use of KeyTrain

® software, the curriculum for

WorkKeys. You can get started on your certification by visiting one of the participating sites throughout the state.

What is WorkKeys? The WorkKeys Job Skills assessment system is a product of ACT, Inc., the developer of the ACT Assessment that is commonly used for college entrance testing. The WorkKeys Employment System is a comprehensive procedure for measuring, communicating and improving the common skills required for success in the workplace.

WHAT IS KEYTRAIN?

A product of Thinking Media, KeyTrain is a targeted curriculum written specifically to help people master the applied workplace skills as defined by WorkKeys

®. As an

ACT Level 1 publisher, KeyTrain provides curriculum that is based on the WorkKeys targets for instruction and meets ACT’s quality standards. KeyTrain includes instruction for all levels of WorkKeys and pre-WorkKeys skills. It is available via Internet, CD, or print versions. The Internet and CD versions include a powerful management and student tracking system that allows for easy administration and detailed reporting of students’ progress in the program.

The KeyTrain program incorporates a full natural voice soundtrack for improved focus and concentration, online access to the WorkKeys Occupational Profile Database, quick-assignment features based on Career Readiness Certificates or job profiles, pre- and post-quizzes, and many other useful features.

Three Major components make up the system: Job Profiling – Identifies the skill levels required to

effectively perform the job. Skill Assessment – Measures the current skill level of

individuals Instructional Support – provides tools educators and trainers

need to help individuals in improving their skill level.

KeyTrain is a registered trademark of SAI Interactive, Inc.

For More Information

Tennessee Career Center – Columbia 119 Nashville Hwy, Suite 106

Columbia, TN 38401 (931) 490-3800

Career Readiness Certificate

• Detailed:infoonindustries,occupations,demographics,wages,skills,education,training,companies,andmore

• Comprehensive: nearly90federal,state,andprivatedatasourcesbroughttogetherforquickanalysis.

• Current: updatedfourtimesperyearbyourteamoffull-timedataanalysts.

• Regional: availableforanycountyorindividualZIPcodeintheU.S.

• Easy Access: builtintoeasy-to-accessweb-basedtoolssothedatacanbeusedquicklyandeffectively.

866.999.3674 | economicmodeling.com

Current and complete labor market information.

Data

If you’ve ever worked with labor market data, you know it can be hard to collect and present. It’s also often incomplete and outdated. So we collect the data, bring it up to date, and serve it up so you can use it effectively.

866.999.3674 | economicmodeling.com

We take the hassle out of data research• Analyst, a powerful tool for exploring employment data

• Career Coach, a tool that helps jobseekers understand local employment opportunities

• Our Consulting Department, which delivers reports that help regional planners and decision-makers understand and analyze a range of workforce, education, and economic development issues.

Why EMSI Data?Typical labor market data ignores much of the economy. On average, about 35% of all county-level data is suppressed to hide firm-specific numbers. These datasets also generally exclude proprietors, understating the total number of workers by an average of 17%. In contrast, EMSI data removes suppressions and includes proprietors, creating a more complete picture of the regional workforce.

U.S. Department of Commerce• BureauofEconomicAnalysis

• LocalAreaAnnualEstimates• LocalAreaPersonalIncomeReports• StateAnnualEstimates• StateQuarterlyIncomeEstimates• IndustryEconomicAccounts,

BenchmarkandAnnualInput-Output(I-O)Accounts

• U.S.CensusBureau• AmericanCommunitySurvey• CountyBusinessPatterns• ZIPCodeBusinessPatterns• NonemployerStatistics

U.S. Department of Labor• BureauofLaborStatistics

• QuarterlyCensusofEmploymentandWages(QCEW)

• CurrentEmploymentStatistics• CurrentPopulationSurvey(CPS)• LocalAreaUnemploymentStatistics

(LAUS)• NationalCompensationSurvey• NationalIndustry-Occupation

EmploymentMatrix(10-year,current/projected)

• EmploymentbyOccupation(10-year,current/projected)

• OccupationalEmployment,Training,andEarnings

• EmploymentandTrainingAdministration(ETA)

• CharacteristicsoftheInsuredUnemployed

• NationalO*NETConsortium,O*NETProductionDatabase

U.S. Department of Education, National Center for Education Statistics• IntegratedPostsecondaryEducation

DataSystem(IPEDS)• CommonCoreofData(CCD)• CharacteristicsofPrivateSchoolsin

theUnitedStates• OfficeofEducationalResearch

andImprovementfortheCIP,2000StandardOccupationalClassificationCrosswalkto2000ClassificationofInstructionalPrograms

Our Data Sources Here is just a small example of the nearly 90 data sources that go into EMSI’s complete employment dataset:

Work Opportunity Tax Credit (WOTC) The Work Opportunity Tax Credit is a federal corporate tax credit. The WOTC program is designed to help individuals facing barriers move into gainful employment by making a federal corporate tax credit available to the employer who hires a qualified individual. Statewide, Tennessee employers potentially save approximately $200 million per year, collectively, through the WOTC, ranking Tennessee among the top ten states in the United States gaining employer benefits from the program.

Ex-felons who have a hiring date that is not more than one year from the conviction or release from incarceration are potential qualified hires for the tax credit

No limit to the number of employees who can qualify an employer

for the tax savings Minimal paperwork needed to claim the tax credit

Representatives at the local Board of Probation and Parole Office

can assist employers with the application process.

Applying for the Tax Credit is a Simple Three-Step Process:

1) Complete the two-page IRS Form 8850 and submit the form to the TN Department of Labor and Workforce Development. The form must be signed by both employer and employee.

2) Complete U.S. Department of Labor Form ETA 9061. Submit the form, with IRS Form 8850

to the TN Department of Labor and Workforce Development.

3) Mail the signed and dated IRS and DOL ETA form to the TN Department of Labor and Workforce Development. The form must be postmarked within 28 calendar days of the employee’s job start date.

For additional information about the Work Opportunity Tax Credit, contact: Roger Littlejohn Lisa Helton WOTC Coordinator Correctional Program Director TN Dept of Labor and Workforce Development Board of Probation and Parole 220 French Landing Drive 404 James Robertson Parkway Nashville, TN 37243 Nashville, TN 37243 615-253-6664 615-532-3922

1-800-432-5268 615-532-4846 fax 615-532-1612 fax lisa.helton@tn.gov roger.littlejohn@tn.gov

Hiring an Ex-felon may qualify an employer for a tax credit: Up to $1500 upon the completion of at least 120 hours of work Up to $2400 upon the completion of at least 400 hours of work

ESGR, 1555 Wilson Blvd., Suite 200, Arlington, VA 22209-2405 www.esgr.mil1-800-336-4590

T he National Guard and Reserve are an integral part of our military. Almost half of the men and

women serving in our armed forces are members of the National Guard and Reserve.

Tips for Employers

As an employer, you are vital in enabling your employees who are members of the National Guard

and Reserve to serve our country. Moreover, your active support and encouragement is critical to

their success.

Here are some suggestions on how you can help:

Learn more about the role of the National Guard and Reserve. Attend open houses and public

functions at local military units. Talk about the National Guard and Reserve with military and civilian

leaders in your community. Ask your employees what they do and how they fit into the “big picture”

of national defense.

Get to know your employees’ military commanders and supervisors. Ask them to provide you

with advance notice of your employee’s annual military duty schedule.

Put your support in writing by signing a Statement of Support for the National Guard and Reserve. Display it prominently for all your employees and visitors to see. Request your Statement

of Support online at www.esgr.mil.

Examine your personnel policies to see how they accommodate and support participation in the National Guard or Reserve. Do they include provisions for military leave of absence? Do they

ensure job opportunities and benefits equivalent to those of other employees? Your local ESGR Field

Committee is available to answer questions or offer suggestions.

®

03_08 / B125-08 Fact Sheet Number 3

MORE IMPORTANT TIPS FOR EMPLOYERS ON PAGE 2

Page 1

ESGR, 1555 Wilson Blvd., Suite 200, Arlington, VA 22209-2405 www.esgr.mil1-800-336-4590

Tips for Employers

Encourage employee participation in the National Guard and Reserve. Recognize and publicize

their dedication and commitment to your business and the nation. Your employees’ service in the

National Guard and Reserve enhances their job performance and value to your organization.

Seek assistance from ESGR. Call 1-800-336-4590 to speak with an ombudsman. Ombudsmen

serve as confidential, neutral liaisons for employers and employees who seek assistance or

clarification regarding their rights and responsibilities.

For more detailed information about specific employment rights and responsibilities visit www.esgr.mil. Our website is a great resource for the Uniformed Services Employment and

Reemployment Rights Act.

Don’t hesitate to call your employees’ military commander or supervisor if you have a question or concern. They face some of the same challenges and know that it is in everyone’s best

interest to work together. Quite often they can offer alternatives to meet individual needs. By taking a

more active role in supporting the members of the National Guard and Reserve that work for you,

you’ll improve the quality of life for all your employees, you’ll directly enhance the success of your

organization, and you’ll provide an invaluable service to the nation.

Become an ESGR volunteer! Many ESGR volunteers are employers just like you. Volunteering

with ESGR is a great way to show your support for your National Guard and Reserve employees

while benefiting other employers. Visit www.esgr.mil for more information.

®

03_08 / B125-08 Fact Sheet Number 3

Page 2

Tennessee Drug Free Workplace

The Problems of Substance Abuse 60% of the world’s production of illegal drugs are consumed in the United States Nearly 70% of current users of illegal drugs are employed One-third of employees know of the illegal sale of drugs in their workplace 38% to 50% of all Workers Compensation claims are related to substance abuse in the workplace Substance abusers incur 300% higher medical costs that non-abusers

Tennessee’s Drug Free Workplace Program Participating businesses receive a 5% premium credit on their workers’ insurance policy

Employees will be more productive and have better morale when their health and safety is protected from

dangers and risks that substance abusers present in the workplace

Employees will appreciate your concern for their health, safety and well-being Companies who have a Drug-Free Workplace Program will find that an investment in education, prevention,

and assistance programs pays dividends for both the employer and the employee

Discharge or discipline or an employee, or refusing to hire a job application in violation of the Drug-Free Workplace Program will be considered done for cause

Should an employee suffer a workplace injury with a positive drug or alcohol test or refuses a drug or

alcohol test, the burden of proof is shifted to the employee

Application Website: http://www.tn.gov/labor-wfd/forms/dfapp.pdf

Contact: Tennessee Department of Labor and Workforce Development

Lance Wheaton, Program Coordinator (615) 532-1321

220 French Landing Drive Nashville, TN 37243-1002

1-800-332-2667

Drug Free Workplace Program

The Tennessee Drug Free Workplace Program allows employers in the state the opportunity to maximize levels of productivity, enhance competitive positions in the marketplace, and reach desired levels of success without experiencing costs, delays, and tragedies associated with work-related accidents resulting from drug or alcohol abuse by employees.

Federal Bonding Program

ANY job at ANY employer can be covered by the bond No paperwork for employer to complete Free for employers and the insured Covers theft and dishonesty up to $5,000 Can be continued beyond initial 6-month period

Jobseekers needing fidelity bonding to be hired or promoted may be eligible for the Federal Bonding program sponsored by the U.S. Department of Labor. A fidelity bond is a business insurance policy that protects an employer from loss of money or property due to employee dishonesty. A $5000 bond with no deductible amount of liability for the employer is free for six months as incentive to hire any at-risk person who does not qualify for commercial bonding and meets certain other criteria. A worker simply needs a definite job offer for at least 30 hours work per week to be eligible for coverage. Only workers who earn wages with federal taxes

If the worker demonstrates job honesty during this first six months, he can become bondable for life under commercial bonding available to employers for purchase from the Travelers Property Casualty Insurance Company. Local office Job Service staff of the Tennessee Department of Labor & Workforce Development certify applicants for the Federal Bonding Program. The employer is not required to sign any documents or keep special records since the bond is self- terminating. The bond is effective on the date set for the applicant to start work.

automatically withheld from the employee’s paycheck are covered; self-employed persons cannot receive coverage. For more information about the Federal Bonding Program, contact:

Nicholas Bishop Mark D. Hollis Bonding Services Coordinator Offender Workforce Development Director TN Dept of Labor & Workforce Development Tennessee Departmet of Correction 220 French Landing Drive, 4B 320 Sixth Avenue North Nashville, TN 37243 Nashville, TN 37243 615-253-6389 615-741-1000 ext. 5314 615-741-6392 fax 615-532-4846 fax Nicholas.Bishop@tn.gov Mark.Hollis@tn.gov

Federal Bonding Program

Frequently Asked Questions

Q. WHAT IS THE FEDERAL BONDING PROGRAM? A. The program issues Fidelity Bonds, and is sponsored by the U.S. Department of Labor. The insurance policy protects the employer in case of any loss of money or property due to employee dishonesty. It is like a “guarantee” to the employer that the person hired will be an honest worker. Q. WHAT EXACTLY DOES THE BOND INSURANCE COVER? A. It insures the employer for any type of stealing by theft, forgery, larceny or embezzlement. It does not cover liability due to poor workmanship, job injuries or work accidents. Q. WHAT RESTRICTIONS EXIST IN THE PROGRAM’S BOND COVERAGE? A. The worker must meet the State’s legal age for working; there are no age limits. Workers must be paid wages with Federal taxes automatically deducted from pay; self-employed persons cannot be covered. Q. CAN THE PROGRAM’S FIDELITY BOND COVERAGE EXIST FOREVER? A. The key purpose of the program’s bond is to help an at-risk applicant get a job. The bond insurance is issued free-of-charge to the employer for a period of six months. If the worker demonstrates job honesty during the six months of Federal Bonding Program coverage, that worker can become BONDABLE FOR LIFE under commercial bonding made available to the employer for purchase from the Travelers Property Casualty insurance company. . Q. IF AN APPLICANT IS TO BE PLACED ON A JOB WHERE BONDING WAS NOT PREVIOUSLY REQUIRED, CAN A BOND BE ISSUED? A. YES. Job placement often occurs simply due to the fact that the bond overcomes an employer’s fear that the job applicant may be a dishonest worker. Q. CAN BONDING BE ISSUED TO COVER AN ALREADY EMPLOYED WORKER? A. The main purpose of the Federal Bonding Program is to help secure employment for applicants who are having a hard time getting a job due their

questionable backgrounds. However, a bond can be issued to cover a current employee who is NOT BONDABLE under the employer’s insurance, and needs the program’s bonding in order to secure a promotion to a new job requiring bonding or to prevent being laid off. Q. CAN THE BOND BE ISSUED AT ANY TIME? A. For the bond to be issued, the employer must make the applicant a job offer and set a date for the individual to start work. The job start date will be the effective date of the bond insurance which will terminate six months later. After the six months, continued coverage will be made available for purchase if the worker has exhibited job honesty under the program’s bond. Q. HOW MUCH BOND INSURANCE COVERAGE WILL BE ISSUED? A. A total of $5,000 bond coverage is usually issued, with NO DEDUCTIBLE amount of liability for the employer. Larger bond amounts can possibly be issued if the certified agency issuing the bonds has acquired a special bond package and has determined that larger bond amounts are appropriate. Q. WHAT PAPERS MUST THE EMPLOYER SIGN AND WHAT OTHER ACTIONS MUST THE EMPLOYER TAKE IN ORDER TO GET THE BOND? A. NONE. Once the date is set for the applicant to start work, the bond can be issued instantly. The employer signs NO papers, and keeps NO special records since the bond is self-terminating. Q. WHAT DO YOU HAVE TO DO TO GET BONDING SERVICES? A. The employer or job applicant should contact the nearest Career Center. It is necessary for the applicant to first visit and register with one of these offices. There are no papers to be completed by the job applicant or the employer in order for the bond to be issued to the employer to cover the job honesty of the worker. Before a bond can be issued, the applicant must receive a job offer and the employer must schedule a date to start work. The McLaughlin Company in Washington, DC will then issue, to the employer, a Fidelity Bond insurance.