The Tennessee Career Center is a place where job seekers can be matched with employers through a network of
coordinated services and assist employers with various types of training services
It is our goal to make it easy as possible for your business to find well trained, highly qualified employees
Incumbent Worker Training: Grant funding for existing businesses to assist in effectively retaining and keeping
businesses competitive through skills upgrade training for existing full-time employees
On-the-Job Training: A training service that can reimburse up to 50% of the trainee’s wages for the extraordinary cost
of providing the training and additional supervision
Labor Market Information: Provide unemployment rates, wage, education, economic, and demographic data by
County, Workforce Investment Area or within the State of Tennessee
Rapid Response Services for Layoffs or Plant Closures: Provide employers and employees information about
retraining, job opportunities, unemployment insurance benefits and other local, state, and federal services during
company layoffs or closures
Work Opportunities Tax Credits: Provide information regarding Work Opportunity Tax Credit. This program allows
businesses to receive tax credits for hiring persons within certain target groups
Post Job Orders: TN Department of Labor statewide job database that provides available job listings to job seekers
Pre-screen applicants: Career Center staff can prescreen applications to assist employers in narrowing down the field
of applicants
Job Fairs and Recruiting Services: Facilitate job fairs to provide a pool of applicants for businesses to meet and
consider for employment and/or Provide assistance in recruiting job applicants for your business
Pre-employment Testing: Assessments are administered to assist businesses in their selection process.
Assessments are objective and help your company make better informed decisions in the selection of new employees
Interview Space: Career Centers provide space for business to use for interviewing pre-screened applicants
Interviewstream: Web-based interview program that will assist businesses with pre-screening applicants, which will
result in time and money saved by the company
For additional resources or information contact the business service representative in your area:
Stan Smith
Hickman, Lawrence, Lewis, Perry, Wayne
(931) 796-3747
[email protected]
Stephen Webb
Giles, Marshall, Maury
(931) 490-3809
[email protected]
now offers
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With 24/7 video interviews, it’s no longer necessary
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InterviewStream Press & Awards...
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© 2003-2011 InterviewStream, LLC
Visit www.InterviewStream.com
Call 877-773-3164 Email [email protected]
now offers
How InterviewStream Works...
To get started, all you need is a computer and an internet connection.
#1 Receive Applications and
Select Candidates to Interview
Customer Testimonial
#2 We Record and Collect Video
Interviews
We will set up the pre-recorded video interviews and
assemble for you to review.
#3 Review Video Interviews
1. Receive link to review multiple candidates easily
and efficiently.
2. Pre-recorded interviews provides a quick and
easy way to pre-qualify candidates by using the
compare feature.
– Choose a qualifying question and compare
all interviews. This allows for a quicker
identification of best candidate fit.
3. Use the powerful administration tools to assess,
manage, and track candidates.
4. Review unlimited number of candidates with zero
out-of-pocket cost!
#4 Share Interviews with
Colleagues
1. Easily share interviews with your colleagues
via email.
2. Forward candidate interviews to save time with
multiple decision makers.
Bemis Company, Inc. appreciates their local
Workforce Investment Board for providing
the latest in recruiting technology
[InterviewStream] which saves their
company valuable time and money. In
one scenario, Suzanne Baucom and her
4-member interview panel saved over 100
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using video interviewing.
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pre-screen candidates. Each
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Bemis Company, Inc.
InterviewStream, LLC (InterviewStream.com) is the original provider of pre-recorded and live video interviewing solutions. Our product suite
of proprietary online technology provides video interview solutions to hundreds of employers, executive search firms, staffing firms, and the
world’s leading global career transition firm.
We offer a range of 100% web-based solutions that can help your organization be more efficient in saving time and resources while quickly
realizing a return on investment. Our clients use pre-recorded and live video interview management systems for pre-screening candidates
and interviewing remote talent.
© 2003-2011 InterviewStream, LLC
Visit www.InterviewStream.com
Call 877-773-3164 Email [email protected]
IS-OV-CORP001-0511
About InterviewStream
What Is On-The-Job Training (OJT)?
A training service provided by the Tennessee Career Center to an employer in the public, private non-profit, or private
sector that is provided to a paid participant while engaged in productive work in a job that provides knowledge or skills
essential to the full and adequate performance of the job
Employers are reimbursed up to 50 percent of the wage rate of the participant, for the extraordinary cost of providing
the training and additional supervision; and is limited in durations as appropriate to the occupation for which the
participant is being trained. Job-seeker participants will acquire additional skills with new technology, workplace literacy
or new procedures
How Many Employees Can I Hire?
Other OJT Stipulations
The number of trainees in a contract per
employer should be based upon the
availability of jobs and eligible job
seekers and governed by the following
information:
 The length of training will be
determined through an evaluation
of the contents of the training, skill
requirements of the occupation, the
academic and occupational skill
level of the participant, prior work
experience, and the participant’s
individual employment plan
 Companies with one or two
employees – OJT contracted
positions will not exceed one at any
given time
 OJT must be jobs that offer
“permanent” employment insofar
as the employer can forecast, with
no placement in obviously seasonal
or otherwise temporary jobs
 Companies with 3 to 9 employees –
OJT contracted positions will not
exceed a ratio of 40% of the training
employer’s total number of
employees at any given time
 The eligible participant must be
employed full time during OJT
training as documented by the
Employer’s attendance records
 Companies with 10 or more
employees – OJT contracted
positions will not exceed a ratio of
25% of the training employer’s total
number of employees at any given
time
Tennessee Career Center
119 Nashville Highway, Suite 106
Columbia, Tennessee 38401
Stephen Webb – Business Service Manager
(931) 490-3809
Tennessee Career Center
25 Smith Avenue
Hohenwald, Tennessee
Stan Smith – Business Service Coordinator
(931) 796-3747
www.sctworkforce.org
Incumbent Worker Training
The Incumbent Worker Training Program provides grant funding for customized training for
existing businesses. Through this customer-driven program, Tennessee is able to effectively retain
and keep businesses competitive through upgrade skills training for existing full-time employees
General Provisions of the Program
 A business must have at least five full-time employees
 Training should improve employee earnings potential through the upgrade of skills
 Training will assist in keeping businesses competitive to promote growth and avoid layoffs
 Businesses may use public, private or its own in-house training provider
 Training can be conducted at business’s own facility, training providers facility or a combination
 Maximum grant request for private for-profit businesses in operation for one year - $25,000
 Maximum grant request for private non-profit Healthcare businesses in operation for one year - $25,000
 Businesses will provide a matching contribution to the training project equal to at least the requested grant amount
 Businesses can provide training for up to four components
 Reimbursable training costs – instructors/trainers wages, curriculum development, textbooks/manuals,
materials/supplies, tuition expense, software
 Notification of Approval must be received prior to the start of any training
Application Website: http://www.state.tn.us/labor-wfd/et_services_employers.html
Contact:
Stephen Webb, Business Service Manager – (931) 490-3809
For Giles, Marshall & Maury Counties
Stan Smith, Business Service Coordinator – (931) 796-3747
For Hickman, Lawrence, Lewis, Perry & Wayne Counties
Auxiliary aids and services are available upon request to individuals with disabilities. WIA/LWIA is an equal opportunity employer/program
South Central Tennessee Workforce Alliance/Administrative Entity
This project is funded under an agreement with the Tennessee Department of Labor & Workforce Development
Tennessee Career Center
119 Nashville Hwy. Suite 106
Columbia, TN 38401
Stephen Webb – Business Service Manager
(931) 490-3809
Tennessee Career Center
25 Smith Avenue
Hohenwald, Tennessee
Stan Smith – Business Service Coordinator
(931) 796-3747
What Is Customized Training?
Customized Training is designed to meet the special occupational requirements of an employer or group of
employers; is conducted with a commitment by the employer to employ or retain an individual on successful
completion of the training
Participants acquire additional skills with new technology, workplace literacy or new procedure. In addition,
it allows individual(s) to gain employment opportunities or job advancements, and maintain unsubsidized
employment
How Can My Organization Receive
Customized Training Funds?
Employers who request WIA Adult
funding for customized training
projects must:
 Demonstrate that their workers
are not currently earning a self sufficient wage as determined
by the self-sufficient wage
intend to retain or promote the
employees who undergo
training;
 Pay for not less than 50% of the
actual training costs. The cost
per training participant should
not exceed $5,000.00
 Employed workers who
participate in customized
training using WIA Adult
funding need to be registered
into WIA. Career assessments
must demonstrate aptitudes,
interests, and achievement
levels in the selected career
field
 The employer will indicate
through the contract that they
intend to retain or promote the
employees who undergo
training
What Other Stipulations Are
Involved in Customized Training?
 The employed workers who
participate in customized
training using WIA Adult
funding need to be registered
into WIA meeting all of WIA
eligibility requirements
 The Employer is not obligated
to hire participants who do not
successfully complete the
training or who do not pass the
certification requirement or
exam
 Cost of training could include
such elements as: cost of the
instruction, cost of the
instructor, wages of the
employees being trained while
they are in training, cost of
curriculum development
associated with the training
course, training materials and
books as needed for the
course, etc… The purchase of
equipment, administration and
the renovation of facilities are
not allowable costs
CONSULTING SERVICES
EMPLOYER CHECKLIST
Please check areas of interest for your organization from the following:
o Communication
o Problem solving
o Decision making
o Dealing with conflict
o Planning – long range and strategic
o Implementing plan
o Evaluating plan
o Change management
o Recognizing need for change
o Managing change
o Team development activities
o Leadership coaching
o Management development
o Analyzing organizational tendencies
o Organizational culture
o Valuing individuals
o OTHER_____________________________________________________________________
Name_____________________________________________
Organization_______________________________________
Phone #___________________________________________
Email_____________________________________________
Return survey to:
South Central Tennessee Workforce Alliance
ATTN: Jennifer Lewis
#8 Public Square
Columbia, TN 38401
(w) 931-375-4202 (fax) 931-381-7643
[email protected]
LEADERSHIP DEVELOPMENT APPLICATIONS
MYERS-BRIGGS TYPE INDICATOR (MBTI)
ORGANIZATIONS
•
•
•
•
•
•
•
•
Improving Communications
Enhancing problem solving and decision making
Dealing with Conflict
Planning, implementing and managing organizational change
Recognizing and managing stress
Team development activities
Leadership and management development and coaching
Analyzing organizational tendencies
RELATIONSHIPS
• Recognition and respect for differences between people
• Appreciation for the value the differences bring
YOUTH
• Type associated with Career Choice
• Type associated with preferred learning styles
• Support, acceptance and validation for preferences
CONTACT:
Jennifer Lewis
MA, MBTI Certified
Staff Trainer
(w) 931-375-4202 (c) 615-513-0509
[email protected]
State of Tennessee
National Career Readiness Certificate
Research has shown a clear gap between skills of our
nation’s workforce and the basic skills needs of employers.
To reduce the cost of remedial training and lost efficiency,
more employers are implementing pre-employment
assessments to identify these skills prior to hiring.
What is the National Career Readiness
Certificate (NCRC)?
®
The NCRC is a credential based upon the WorkKeys
assessments that substantiate to employers that an individual
st
possesses the basic workplace skills required for 21 century
jobs.
Getting a NCRC will allow an individual to show prospective
employers that he or she possesses the basic skills they are
seeking.
Even if an individual has a high school diploma (or GED) or a
post secondary degree, the NCRC further verifies that he or
she can handle tasks that are common and vital in today’s
workplaces -such as finding information, reading instructions
and directions, and working with figures.
What are the target areas and levels of the
National Career Readiness Certificate?
The NCRC focuses on three targeted skills:
 Reading for Information
 Applied Mathematics
 Locating Information
Reading for Information—comprehending work-related
reading materials, from memos and bulletins to policy
manuals and governmental regulations.
Applied Mathematics—applying mathematical reasoning to
work-related problems.
Locating Information—using information from such
materials as diagrams, floor plans, tables, forms, graphs, and
charts.
The National Career Readiness Certificate (NCRC)and
Career Readiness Certificates (CRC) are becoming
widely accepted as a standard for documenting essential
skill sets of the 21st Century workforce.
WorkKeys is a registered trademark of ACT, Inc. The National Career Readiness Certificate is a trademark of ACT, Inc.
Career Readiness Certificate
Bronze Level: An individual achieving this level
possesses core employability skills for
approximately 30% of the profiled jobs.
Skill Area
Silver Level: An individual achieving this level
possesses core employability skills for
approximately 65% of the profiled jobs.
Bronze
Silver
Gold
Platinum
Reading for
Information
3
4
5
6
Gold Level: An individual achieving this level
possesses core employability skills for
approximately 90% of the profiled jobs.
Applied
Mathematics
3
4
5
6
Platinum Level: An individual achieving this level
possesses core employability skills for
approximately 99% of the profiled jobs.
Locating
Information
3
4
5
6
What are the benefits to job seekers for
obtaining a National Career Readiness
Certificate?




Valid proof of an individual’s basic job skills
Better job opportunities
Could lead to a potential for higher wages
Job seeker obtains a nationally recognized
certificate
What systems are used to help
potential employees qualify for the
National Career Readiness Certificate?
For individuals who do not initially achieve the
NCRC, assessment results will indicate the
targeted training needed to achieve the skill levels
necessary to obtain a certificate. The Tennessee
Career Centers, some community colleges, and all
Tennessee Technology Centers will assist those
individuals with increasing their skill levels through
®
the use of KeyTrain software, the curriculum for
WorkKeys. You can get started on your
certification by visiting one of the participating sites
throughout the state.
WHAT IS KEYTRAIN?
A product of Thinking Media, KeyTrain is a targeted
curriculum written specifically to help people master the
®
applied workplace skills as defined by WorkKeys . As an
ACT Level 1 publisher, KeyTrain provides curriculum that is
based on the WorkKeys targets for instruction and meets
ACT’s quality standards.
KeyTrain includes instruction for all levels of WorkKeys and
pre-WorkKeys skills. It is available via Internet, CD, or print
versions. The Internet and CD versions include a powerful
management and student tracking system that allows for
easy administration and detailed reporting of students’
progress in the program.
The KeyTrain program incorporates a full natural voice
soundtrack for improved focus and concentration, online
access to the WorkKeys Occupational Profile Database,
quick-assignment features based on Career Readiness
Certificates or job profiles, pre- and post-quizzes, and many
other useful features.
What is WorkKeys?
The WorkKeys Job Skills assessment system is a
product of ACT, Inc., the developer of the ACT
Assessment that is commonly used for college
entrance testing. The WorkKeys Employment
System is a comprehensive procedure for
measuring, communicating and improving the
common skills required for success in the
workplace.
Three Major components make up the system:
Job Profiling – Identifies the skill levels required to
effectively perform the job.
Skill Assessment – Measures the current skill level of
individuals
Instructional Support – provides tools educators and trainers
need to help individuals in improving their skill level.
For More Information
Tennessee Career Center – Columbia
119 Nashville Hwy, Suite 106
Columbia, TN 38401
(931) 490-3800
KeyTrain is a registered trademark of SAI Interactive, Inc.
Data
Current and complete labor market information.
If you’ve ever worked with labor
market data, you know it can
be hard to collect and present.
It’s also often incomplete and
outdated. So we collect the data,
bring it up to date, and serve it up
so you can use it effectively.
• Detailed: info on industries, occupations, demographics, wages, skills, education, training, companies,
and more
• Comprehensive: nearly 90 federal, state, and private data sources brought together for quick analysis.
• Current: updated four times per year by our team of full-time data analysts.
• Regional: available for any county or individual ZIP code in the U.S.
• Easy Access: built into easy-to-access web-based tools so the data can be used quickly and effectively.
866.999.3674 | economicmodeling.com
We take the hassle out of data research
Why EMSI Data?
• Analyst, a powerful tool for exploring employment data
Typical labor market data ignores much of the economy. On
average, about 35% of all county-level data is suppressed
to hide firm-specific numbers. These datasets also generally
exclude proprietors, understating the total number of
workers by an average of 17%. In contrast, EMSI data
removes suppressions and includes proprietors, creating a
more complete picture of the regional workforce.
• Career Coach, a tool that helps jobseekers understand
local employment opportunities
• Our Consulting Department, which delivers reports
that help regional planners and decision-makers
understand and analyze a range of workforce, education,
and economic development issues.
Our Data Sources
Here is just a small example of the nearly 90 data sources that go into EMSI’s complete employment dataset:
U.S. Department of Commerce
•
•
U.S. Department of Labor
Bureau of Economic Analysis
•
• Local Area Annual Estimates
• Local Area Personal Income Reports
• State Annual Estimates
• State Quarterly Income Estimates
• Industry Economic Accounts,
Benchmark and Annual InputOutput (I-O) Accounts
U.S. Census Bureau
• American Community Survey
• County Business Patterns
• ZIP Code Business Patterns
• Nonemployer Statistics
•
Bureau of Labor Statistics
• Quarterly Census of Employment
and Wages (QCEW)
• Current Employment Statistics
• Current Population Survey (CPS)
• Local Area Unemployment Statistics
(LAUS)
• National Compensation Survey
• National Industry-Occupation
Employment Matrix (10-year,
current/projected)
• Employment by Occupation (10year, current/projected)
• Occupational Employment,
Training, and Earnings
Employment and Training
Administration (ETA)
• Characteristics of the Insured
Unemployed
• National O*NET Consortium, O*NET
Production Database
U.S. Department of Education,
National Center for Education
Statistics
•
•
•
•
Integrated Postsecondary Education
Data System (IPEDS)
Common Core of Data (CCD)
Characteristics of Private Schools in
the United States
Office of Educational Research
and Improvement for the CIP, 2000
Standard Occupational Classification
Crosswalk to 2000 Classification of
Instructional Programs
866.999.3674 | economicmodeling.com
Work Opportunity Tax Credit (WOTC)
The Work Opportunity Tax Credit is a federal corporate tax credit. The WOTC program is designed to
help individuals facing barriers move into gainful employment by making a federal corporate tax credit
available to the employer who hires a qualified individual. Statewide, Tennessee employers potentially
save approximately $200 million per year, collectively, through the WOTC, ranking Tennessee among
the top ten states in the United States gaining employer benefits from the program.
Hiring an Ex-felon may
qualify an employer for
a tax credit:
Ex-felons who have a hiring date that is not more than one year
from the conviction or release from incarceration are potential
qualified hires for the tax credit
Up to $1500 upon the
completion of at least
120 hours of work
No limit to the number of employees who can qualify an employer
for the tax savings
Minimal paperwork needed to claim the tax credit
Up to $2400 upon the
completion of at least
400 hours of work
Representatives at the local Board of Probation and Parole Office
can assist employers with the application process.
Applying for the Tax Credit is a Simple Three-Step Process:
1)
Complete the two-page IRS Form 8850 and submit the form to the TN Department of Labor
and Workforce Development. The form must be signed by both employer and employee.
2)
Complete U.S. Department of Labor Form ETA 9061. Submit the form, with IRS Form 8850
to the TN Department of Labor and Workforce Development.
3)
Mail the signed and dated IRS and DOL ETA form to the TN Department of Labor and
Workforce Development. The form must be postmarked within 28 calendar days of the
employee’s job start date.
For additional information about the Work Opportunity Tax Credit, contact:
Roger Littlejohn
WOTC Coordinator
TN Dept of Labor and Workforce Development
220 French Landing Drive
Nashville, TN 37243
615-253-6664
1-800-432-5268
615-532-1612 fax
[email protected]
Lisa Helton
Correctional Program Director
Board of Probation and Parole
404 James Robertson Parkway
Nashville, TN 37243
615-532-3922
615-532-4846 fax
[email protected]
®
Tips for Employers
T
Page 1
he National Guard and Reserve are an integral part of our military. Almost half of the men and
women serving in our armed forces are members of the National Guard and Reserve.
As an employer, you are vital in enabling your employees who are members of the National Guard
and Reserve to serve our country. Moreover, your active support and encouragement is critical to
their success.
Here are some suggestions on how you can help:
Learn more about the role of the National Guard and Reserve. Attend open houses and public
functions at local military units. Talk about the National Guard and Reserve with military and civilian
leaders in your community. Ask your employees what they do and how they fit into the “big picture”
of national defense.
Get to know your employees’ military commanders and supervisors. Ask them to provide you
with advance notice of your employee’s annual military duty schedule.
Put your support in writing by signing a Statement of Support for the National Guard and
Reserve. Display it prominently for all your employees and visitors to see. Request your Statement
of Support online at www.esgr.mil.
Examine your personnel policies to see how they accommodate and support participation in
the National Guard or Reserve. Do they include provisions for military leave of absence? Do they
ensure job opportunities and benefits equivalent to those of other employees? Your local ESGR Field
Committee is available to answer questions or offer suggestions.
MORE IMPORTANT TIPS FOR EMPLOYERS ON PAGE 2
ESGR, 1555 Wilson Blvd., Suite 200, Arlington, VA 22209-2405
03_08 / B125-08
1-800-336-4590
www.esgr.mil
Fact Sheet Number 3
®
Tips for Employers
Page 2
Encourage employee participation in the National Guard and Reserve. Recognize and publicize
their dedication and commitment to your business and the nation. Your employees’ service in the
National Guard and Reserve enhances their job performance and value to your organization.
Seek assistance from ESGR. Call 1-800-336-4590 to speak with an ombudsman. Ombudsmen
serve as confidential, neutral liaisons for employers and employees who seek assistance or
clarification regarding their rights and responsibilities.
For more detailed information about specific employment rights and responsibilities visit
www.esgr.mil. Our website is a great resource for the Uniformed Services Employment and
Reemployment Rights Act.
Don’t hesitate to call your employees’ military commander or supervisor if you have a
question or concern. They face some of the same challenges and know that it is in everyone’s best
interest to work together. Quite often they can offer alternatives to meet individual needs. By taking a
more active role in supporting the members of the National Guard and Reserve that work for you,
you’ll improve the quality of life for all your employees, you’ll directly enhance the success of your
organization, and you’ll provide an invaluable service to the nation.
Become an ESGR volunteer! Many ESGR volunteers are employers just like you. Volunteering
with ESGR is a great way to show your support for your National Guard and Reserve employees
while benefiting other employers. Visit www.esgr.mil for more information.
ESGR, 1555 Wilson Blvd., Suite 200, Arlington, VA 22209-2405
03_08 / B125-08
1-800-336-4590
www.esgr.mil
Fact Sheet Number 3
Tennessee Drug Free Workplace
Drug Free Workplace Program
The Tennessee Drug Free Workplace Program allows employers in the
state the opportunity to maximize levels of productivity, enhance
competitive positions in the marketplace, and reach desired levels of success
without experiencing costs, delays, and tragedies associated with
work-related accidents resulting from drug or alcohol abuse by employees.
The Problems of Substance Abuse





60% of the world’s production of illegal drugs are consumed in the United States
Nearly 70% of current users of illegal drugs are employed
One-third of employees know of the illegal sale of drugs in their workplace
38% to 50% of all Workers Compensation claims are related to substance abuse in the workplace
Substance abusers incur 300% higher medical costs that non-abusers
Tennessee’s Drug Free Workplace Program
 Participating businesses receive a 5% premium credit on their workers’ insurance policy
 Employees will be more productive and have better morale when their health and safety is protected from
dangers and risks that substance abusers present in the workplace
 Employees will appreciate your concern for their health, safety and well-being
 Companies who have a Drug-Free Workplace Program will find that an investment in education, prevention,
and assistance programs pays dividends for both the employer and the employee
 Discharge or discipline or an employee, or refusing to hire a job application in violation of the Drug-Free
Workplace Program will be considered done for cause
 Should an employee suffer a workplace injury with a positive drug or alcohol test or refuses a drug or
alcohol test, the burden of proof is shifted to the employee
Application Website: http://www.tn.gov/labor-wfd/forms/dfapp.pdf
Contact:
Tennessee Department of Labor and Workforce Development
Lance Wheaton, Program Coordinator
(615) 532-1321
220 French Landing Drive
Nashville, TN 37243-1002
1-800-332-2667
Federal Bonding Program
™
™
™
™
™
ANY job at ANY employer can be covered by the bond
No paperwork for employer to complete
Free for employers and the insured
Covers theft and dishonesty up to $5,000
Can be continued beyond initial 6-month period
Jobseekers needing fidelity bonding to
be hired or promoted may be eligible for the
Federal Bonding program sponsored by the
U.S. Department of Labor. A fidelity bond
is a business insurance policy that protects an
employer from loss of money or property
due to employee dishonesty.
A $5000 bond with no deductible amount of
liability for the employer is free for six months
as incentive to hire any at-risk person who
does not qualify for commercial bonding and
meets certain other criteria. A worker simply
needs a definite job offer for at least 30 hours
work per week to be eligible for coverage. Only
workers who earn wages with federal taxes
automatically withheld from the employee’s
paycheck are covered; self-employed persons
cannot receive coverage.
If the worker demonstrates job honesty during
this first six months, he can become
bondable for life under commercial bonding
available to employers for purchase from the
Travelers Property Casualty Insurance
Company.
Local office Job Service staff of the
Tennessee Department of Labor &
Workforce Development certify applicants for
the Federal Bonding Program. The employer
is not required to sign any documents or
keep special records since the bond is selfterminating. The bond is effective on the date
set for the applicant to start work.
For more information about the Federal Bonding Program, contact:
Nicholas Bishop
Bonding Services Coordinator
TN Dept of Labor & Workforce Development
220 French Landing Drive, 4B
Nashville, TN 37243
615-253-6389
615-741-6392 fax
[email protected]
Mark D. Hollis
Offender Workforce Development Director
Tennessee Departmet of Correction
320 Sixth Avenue North
Nashville, TN 37243
615-741-1000 ext. 5314
615-532-4846 fax
[email protected]
Federal Bonding Program
Frequently Asked Questions
Q. WHAT IS THE FEDERAL BONDING
PROGRAM?
A. The program issues Fidelity Bonds, and is
sponsored by the U.S. Department of Labor. The
insurance policy protects the employer in case of any
loss of money or property due to employee
dishonesty. It is like a “guarantee” to the employer
that the person hired will be an honest worker.
Q. WHAT EXACTLY DOES THE BOND
INSURANCE COVER?
A. It insures the employer for any type of stealing by
theft, forgery, larceny or embezzlement. It does not
cover liability due to poor workmanship, job injuries or
work accidents.
Q. WHAT RESTRICTIONS EXIST IN THE
PROGRAM’S BOND COVERAGE?
A. The worker must meet the State’s legal age for
working; there are no age limits. Workers must be
paid wages with Federal taxes automatically
deducted from pay; self-employed persons cannot be
covered.
Q. CAN THE PROGRAM’S FIDELITY BOND
COVERAGE EXIST FOREVER?
A. The key purpose of the program’s bond is to help
an at-risk applicant get a job. The bond insurance is
issued free-of-charge to the employer for a period of
six months. If the worker demonstrates job honesty
during the six months of Federal Bonding Program
coverage, that worker can become BONDABLE FOR
LIFE under commercial bonding made available to
the employer for purchase from the Travelers
Property Casualty insurance company.
.
Q. IF AN APPLICANT IS TO BE PLACED ON A
JOB WHERE BONDING WAS NOT
PREVIOUSLY REQUIRED, CAN A BOND BE
ISSUED?
A. YES. Job placement often occurs simply due to
the fact that the bond overcomes an employer’s fear
that the job applicant may be a dishonest worker.
Q. CAN BONDING BE ISSUED TO COVER AN
ALREADY EMPLOYED WORKER?
A. The main purpose of the Federal Bonding
Program is to help secure employment for applicants
who are having a hard time getting a job due their
questionable backgrounds. However, a bond can be
issued to cover a current employee who is NOT
BONDABLE under the employer’s insurance, and
needs the program’s bonding in order to secure a
promotion to a new job requiring bonding or to
prevent being laid off.
Q. CAN THE BOND BE ISSUED AT ANY TIME?
A. For the bond to be issued, the employer must
make the applicant a job offer and set a date for the
individual to start work. The job start date will be the
effective date of the bond insurance which will
terminate six months later. After the six months,
continued coverage will be made available for
purchase if the worker has exhibited job honesty
under the program’s bond.
Q. HOW MUCH BOND INSURANCE COVERAGE
WILL BE ISSUED?
A. A total of $5,000 bond coverage is usually issued,
with NO DEDUCTIBLE amount of liability for the
employer. Larger bond amounts can possibly be
issued if the certified agency issuing the bonds has
acquired a special bond package and has determined
that larger bond amounts are appropriate.
Q. WHAT PAPERS MUST THE EMPLOYER SIGN
AND WHAT OTHER ACTIONS MUST
THE EMPLOYER TAKE IN ORDER TO GET THE
BOND?
A. NONE. Once the date is set for the applicant to
start work, the bond can be issued instantly. The
employer signs NO papers, and keeps NO special
records since the bond is self-terminating.
Q. WHAT DO YOU HAVE TO DO TO GET
BONDING SERVICES?
A. The employer or job applicant should contact the
nearest Career Center. It is necessary for the
applicant to first visit and register with one of these
offices. There are no papers to be completed by the
job applicant or the employer in order for the bond to
be issued to the employer to cover the job honesty of
the worker. Before a bond can be issued, the
applicant must receive a job offer and the employer
must schedule a date to start work. The McLaughlin
Company in Washington, DC will then issue, to the
employer, a Fidelity Bond insurance.