Work-Based Training Through the TAA Program

On July 1, 2022, the termination provision under Section 285(a) of the Trade Act of 1974, as amended, took effect. Until further notice, the US Labor Department may not issue any determinations and may not accept any new petitions or requests for reconsideration. Requests to amend current certifications may still be filed. Current participants in the TAA program, including those in training, will continue to receive services as usual. Workers who were certified and separated from their job on or before June 30, 2022, may still be eligible for benefits and services. See TEGL 13-21 for more details.

Work-Based Training Through the TAA Program

All TAA participants are covered under what is called a TAA certification. This certification confirms that the employment of a group of workers was impacted or threatened due to trade-related circumstances. Grants are provided to the states to provide services, which participants access through the American Job Center Network. States also notify individuals of their eligibility.

Work-based training activities involve building worker skills and establishing pathways to higher wages and career opportunities. Work-based training strategies emphasize business engagement, incorporate training objectives while job-seeking participants are working, and lead to unsubsidized employment. A key advantage of work-based training is that job seekers and participants can “earn while they learn” and achieve improved employment and earnings outcomes. Types of work-based training eligible for TAA funding include registered apprenticeship and On-The-Job Training programs. See our informational flyer.

TAA On-The-Job Training (OJT)

TAA impacted workers are eligible to receive one training plan under a single Trade Act certification if the required six criteria of approval are met. OJT is one of several training options available to impacted workers. It can be combined with other types of training (such as remedial and skill) to comprise the overall program, but these components should be identified before training begins and considered necessary to achieve the skills required to become proficient in the job for which the worker is being trained in. For example, if the worker is being trained to track inventory for their company, but must understand working with Access Database software, TAA could pay for that class while also being trained on the job.

While OJT can consist of multiple components, the overall training plan is considered to be the worker’s one training under their specific Trade certification. In addition, because the worker is employed during the OJT, Trade Readjustment Allowances (TRA) income support payments are not available.

TAA-OJT is not an incumbent worker program; it is available to individuals who otherwise lack marketable skills and require training in order to return to suitable employment. Since TAA training may not be approved retroactively, a worker interested in OJT needs to apply for the training with CTDOL before beginning employment. Additionally, TAA does not permit OJT in the worker’s previous, trade-impacted occupation, with respect to the article produced or service provided by the worker’s previous, trade-impacted employer. The worker must be learning new skills.

OJT Approval

In addition to the six criteria of TAA training approval, other key components in the ability to approve an OJT training plan include:

It can reasonably be expected to lead to suitable employment with the employer offering the on-the-job training;
It is compatible with the skills of the worker;
It includes a curriculum through which the worker will gain the knowledge or skills to become proficient in the job for which the worker is being trained; and
It can be measured by benchmarks that indicate that the worker is gaining such knowledge or skills.

Term of Contract

The Connecticut Department of Labor (CTDOL) will provide the employer up to 50% of the new employee’s starting wage rate, with reimbursement up to 1,600 hours depending upon job complexity and the employee’s current skills and qualifications; however, CTDOL cannot exceed 104 weeks total.

Payments

Payments to the OJT employer will be made on a monthly basis according to the agreed upon rate.

Exclusions

Employers that exhibit a pattern of failing to provide workers with continued long-term employment and adequate wages, benefits, and working conditions as regular employees, are excluded from receiving OJT contracts.