DPSS ePolicy

To convert an existing policy to a new writing system – No concept changes

Voluntary quit is defined as resigning from a job that is 30 hours or more per week or that provides weekly earnings that are at least equivalent to the federal minimum wage, multiplied by 30 hours.

A mandatory work registrant individual is ineligible for CalFresh if that individual either voluntarily quits a job or reduces the number of work hours. However, the individual is exempt from the voluntary quit or reduction of work hours disqualification provisions if they qualify for one of the work requirement exemptions.

Any individual applying for CalFresh who is a work registrant and voluntarily quits their job within 60 days prior to the date of application without Good Cause is subject to denial for disqualification for up to one, three, or six months.

If the reason the household (HH) provided for the job loss is questionable, Eligibility Staff must request verification of the reason for the job loss. Eligibility Staff must document why the information is questionable in the case Journal before requesting verification from the HH.

The following situations will not be considered a voluntary quit:

1. Changes in employment status that result from reducing hours of work while working for the same employer;
2. Terminating a self-employment enterprise; or
3. Resigning from a job at the demand of the employer.

Also, if an individual quits a job and then secures new employment that consists of at least the same number of hours or the same salary and is then laid off or, through no fault of their own, loses the new job, then the earlier quit will not be considered for the basis of disqualification.

Reduction of Work Effort

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Determination of Good Cause

The determination of Good Cause is required in those instances where a work registrant has voluntarily quit a job or reduced work effort. The facts and circumstances, which includes information provided by the individual and the employer, must also be considered.

Good Cause for voluntarily quitting a job or reducing work effort include:

1. Circumstances beyond the work registrant’s control, such as (but not limited to):
   • Illness;
   • Illness of another HH member requiring the presence of the work registrant individual;
   • A HH emergency;
   • The unavailability of transportation; or
   • Problems caused by the inability of the work registrant to speak or write English.
2. Resigning from a job that does not meet the employment suitability criteria;
   

The information below shows employment that is considered as unsuitable. 

1. Discrimination by an employer based on age, race, sex, color, handicap, religious beliefs, national origin or political beliefs;
2. Work demands or conditions that render continued employment unreasonable, such as working without being paid on schedule;
3. Acceptance by the work registrant individual, or their enrollment of at least half-time in any recognized school, training program or institution of higher education that requires the individual to leave employment;
4. Acceptance by any other HH member of employment or enrollment of at least half-time in any recognized school, training program or institution of higher education in another county or state which requires the HH to move and thereby requires the work registrant to leave employment;
5. Resignations by persons under the age of 60 which are recognized by the employer as retirement;
6. Acceptance of a bona fide offer of employment of 30 hours or more a week, or in which the weekly earnings are equivalent to the federal minimum wage multiplied by 30 hours; or because of circumstances beyond the control of the individual, the job either does not materialize or results in employment of less than 30 hours a week, or weekly earnings of less than the federal minimum wage multiplied by 30 hours;
7. Leaving a job in connection with patterns of employment in which the worker frequently moves from one employer to another such as a migrant farm laborer or construction worker;
   Note: In a situation where the work registrant individual applies for CalFresh between jobs, specifically in cases where work may not yet be available at the new job site, the work registrant individual will be considered to have quit with Good Cause, if quitting the previous job is part of the pattern of such employment.
8. Situations where there is a lack of adequate childcare arrangements available for a work registrant’s children who have reached age six but are under 12 years of age.
9. Effective January 1, 2023, the two new “Good Cause” reasons below were added:
   The applicant or recipient’s workplace rights were violated;
   Note: The applicant or recipient’s statement of workplace rights violation does not require verification or reference to a specific law stating their rights were violated. Eligibility Staff must document the HH’s statement of Good Cause in the case record.
10. The recipient provides documentation to the County demonstrating the inability to anticipate compliance with program requirements due to unpredictable employment hours or scheduled employment hours exhibiting a pattern of unpredictability.
    Note: A federal, state, or local government employee who has been dismissed from their job because of participation in a strike against the government does not have a Good Cause for leaving employment.

Exemptions from Voluntary Quit and Reduction of Work Hours Disqualifications

Individuals who qualify for one of the work requirement exemptions are not subject to voluntary quit or reduction of work hours disqualification provision and may regain CalFresh eligibility by reapplying if otherwise eligible.

The work requirement exemptions are as follows:

• A person under 16 years of age or 60 years of age or older;
   

• A person physically or mentally unfit for employment;
   

• A HH individual registered for Employment Services Program (e.g., Greater Avenues for Independence);
   

• A parent or caretaker responsible for a child under six years of age or an incapacitated person;
   

• A person who is receiving Unemployment Insurance Benefits or who has applied for, but has not yet begun to receive unemployment compensation;
   

• A person participating in a drug addiction or alcoholic rehabilitation program;
   

• A person who is employed or self-employed and working at least 30 hours per week or has earnings equal to federal minimum wage for 30 hours a week;
   

• A student enrolled at least half-time in any recognized school, training program, or institution of higher education; and
   

• Victims of trafficking, domestic violence, or other serious crimes (T & U Visas).

Disqualification Period

Whenever a determination has been made that there is no Good Cause for the voluntary quit or reduction of work hours, the work registrant HH member will be disqualified from CalFresh. 

The length of the disqualified period will apply as follows:

Ending a Disqualification for Voluntary Quit or Reduction of Work Effort

After the end of the minimum disqualification period, eligibility for CalFresh may be reestablished if the work registrant individual, who is otherwise eligible, applies and is determined to be in compliance with the CalFresh work registration requirements.

An individual who fulfills one of the CalFresh work registration requirements or agrees to fulfill the requirements as specified by the county agency at application is considered to be in compliance.

If at any time during the period of disqualification an individual qualifies for one of the work registration exemptions, then the disqualification period will end, and the individual may reestablish CalFresh eligibility by reapplying if otherwise eligible.

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