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Presumptive Eligibility Verification

After a presumptive eligibility certification, the client must provide the waived verification before you issue more care. At the interview, give the client a Client Contact and Information Request (Form 08AD092E or ADM 92) that lists what the client must provide in order to get a full certification.

The verification you ask for depends on the reason you approved the household for presumptive eligibility.

When the household

Example 1:

Ronald applies for Child Care on February 2. Ronald begins working for a retailor that subcontracts its human resource tasks to a third party. Ronald presents a new hire letter that shows he will begin working 12 PM to 5 PM three days per week on February 8, but it does not show when he will receive his first full check or his pay rate. Ronald reports his pay rate is $9.00 per hour, and he expects to receive his first full check on March 1. You speak with Ronald’s boss who explains she cannot provide any further verification per the company’s rules. Ronald explains he cannot start the job without the Child Care assistance. What should you do?

Approve Ronald for presumptive eligibility beginning February 8 and allow him 30 days to obtain the necessary verification. Do not assign the client a copayment in this situation because you cannot be certain when Ronald is going to receive his first full check or what the gross earnings will be.

Example 2:

You received Quinn’s application and granted him a presumptive eligibility certification on May 15. When you interviewed Quinn, he had begun working as a salesperson. He was working but had not sold any items. You granted him a presumptive certification to allow him time to provide verification of his earnings. On July 18, Quinn calls you to ask for more time to get the verification. Can you presumptively approve him for more time?

No, you may not. Once the presumptive eligibility period expires, the household must reapply. Quinn may not receive another presumptive eligibility certification.

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