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Requirements and eligibility criteria are in the AmeriCorps regulations, 45 CFR §
2522.250. AmeriCorps will not cover childcare costs for members who serve on a less
than full-time basis for a sustained period of time, or who have ceased serving. Programs
may provide childcare to less-than-full-time members serving in a full-time capacity, but
they are not required to do so. Recipients that choose to provide childcare and will claim
the costs of childcare as matching costs, as approved in their budget, may contact the
childcare contractor for technical assistance. The criteria for member eligibility are
contained in
45 CFR § 2522.250. Also, see the AmeriCor
ps Childcare Benefits Program
website (https://americorpschildcare.com/) for more detailed information on childcare
benefits.
G. N
otice to Childcare Benefit Administrator and Providers. The program must notify
AmeriCorps’ designated agents in writing within five business days after a member’s status
changes in a manner that affects the member’s eligibility for childcare. After five days, the
recipient will be liable for any erroneous payments made to a childcare provider for an
AmeriCorps member ineligible to receive AmeriCorps childcare benefits. Examples of
changes in status include: changes to a member's scheduled service so that he/she is no
longer serving on a full-time basis, terminating or releasing a member from service,
suspending a member for cause for a lengthy or indefinite time period, temporarily
suspending a member for cause and/or other disciplinary actions, and/or any other
change in the member’s service status that could have an impact on childcare benefit
eligibility. Program directors should contact the childcare provider on childcare related
changes.
H. Time off for Members Serving in the Armed Forces Reserves. Generally, the Reserve
Components of the U.S. Army, U.S. Navy, U.S. Air Force, U.S. Marine Corps, U.S. Coast
Guard, the Army National Guard, and the Air National Guard require reservists to serve
one weekend a month (inactive duty/Drill) plus 12 to 15 days a year (hereafter referred to
as the two-week active duty service). To the extent possible, grantees should seek to
minimize the disruption in members’ AmeriCorps service as a result of discharging
responsibilities related to their reservist duties. If members have a choice of when to fulfill
their annual two-week active duty requirement, they should do so when it will not disrupt
their AmeriCorps service. In instances where the dates of active duty are inflexible and
conflict with AmeriCorps service, members should be granted a leave of absence for the
two-week period of active duty service in the Reserves. Grantees should continue to pay
the living allowance and provide health care and childcare coverage for the two-week
period of active duty.
Grantees should credit members for AmeriCorps service hours during their two weeks of
active duty service in the Reserves if it occurs during their AmeriCorps service. The
member would receive credit for the number of hours he or she would have served during
that period had there been no interruption. For example, if a full-time member is signed
up to serve 30 hours of AmeriCorps service one week and 40 hours of AmeriCorps service
on the following week, she or he would receive 70 hours of AmeriCorps service credit for
the two weeks of active duty service regardless of the actual number of hours served in the
Reserves. For a Reservist/Guard member serving more than two weeks active duty in a
year, a grantee may elect to provide an extension to the leave of absence period on a case