Coffee chat with child care Analyst Hour / June 25, 2019

Coffee Chat with Child Care Today’s Agenda Authorized Medical Leave (AML) Eligibility basics Did you know? Maternity leave Authorized Work Search (AWS) Mailbag: Common Policy Box Questions Questions & Suggestions for Future Agenda Topics

Authorized Medical Leave (AML) Authorized Medical Leave allows families to continue receiving their ERDC benefits for a limited time when they are not able to work due to medical reasons.

AML Basics Documentation is required in most scenarios. With the exception of maternity leave without complications, which will be covered later, AML must have medical documentation. This includes a diagnosis, prognosis, and return to work date. Child care need is assessed. If a parent or caretaker is not planning to return to work after their medical leave, they are no longer eligible for ERDC as there is no longer a child care need. Child care hours are not reduced unless EXH is authorized. The system will not allow EXH when AML or AWS are coded as well; update the CC hours to show 172 (full time).

AML Continued APR date can be extended for up to 3 months when AML is applied. After this time, the parent/caretaker will need to re-apply. If a parent/caretaker’s income changes on medical leave, update EML if we have verification. Short term disability should still be counted as income. Even if the family is receiving no income during their AML period, the minimum copay will be $27 – AML does not waive the copay. DPU may be able to replace billing forms with a lower copay if the parent/caretaker’s income is less during their medical leave. To replace billing forms after they have been issued, the copay must result in a difference of at least $25.

Maternity Leave Did you know? Documentation is not required for maternity leave for the first 3 months. If the parent/caretaker needs to be off work for longer due to pregnancy complications, documentation is required.

Authorized Work Search (AWS) Authorized Work Search allows families to continue using their ERDC benefits for a limited time if they have lost their job for good cause. It also waives the family’s copay.

AWS Basics Good cause for job separation. Good cause is reviewed when looking at AWS eligibility. Caretakers are required to report job loss within 10 days. Temporary or permanent job loss. Temporary job loss: approve AWS through return to work date. Permanent job loss: approve for 3 months. Two parent households. When an unemployed second parent moves into the household, AWS can be applied for up to 3 months. There is no limit to how many times someone can receive AWS during their 12 month certification. Good cause and child care need should still be reviewed. For example, if someone is no longer working but wants to be a stay-at-home parent (not looking for work), there is no longer a child care need and that parent is no longer eligible for ERDC.

AWS Continued The certification can be extended up to 3 months beyond the APR date. This includes when there is a temporary job loss with a return to work date – we can only extend up to 3 months beyond the APR date. If someone returns to work prior to the end of the three month AWS period, their copay will increase back to the amount it was before they had the $0 copay. It is very important that timely reduction notice is sent to let the parent know. If someone cannot pay their copay in the month of their job loss (before AWS is applied), DPU may be able to replace the billing form. Verification of income in that month is required – if it will result in a copay difference of at least $25, the billing form can be replaced.

Mailbag: Common Policy Box Questions

Questions? For policy related questions, e-mail Child Care Policy with questions (and suggestions for future agenda topics!) at ChildCare.Policy@dhsoha.state.or.us For payment related questions, call Direct Pay Unit at 1-800-699-9074 Monday through Friday 8:30am-4:30pm or e-mail at DPU.Childcare@dhsoha.state.or.us