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 Exemptions from Time Limits and Work Program Rules

When is a Grantee Exempt from TAFDC Time Limit and Work Rules?

A grantee is exempt from the TAFDC 24-month Time Limit and the Work Program requirements when they meet one of the TAFDC exemption types.

  • While exempt, the grantee is not required to participate in work activities, and their 24-month time limit is paused.
  • In two-parent households, both parents must meet an exemption for the entire case to be considered exempt (see: Two Parent Household Exemption Rules).
  • All exemptions must be recorded on the TAFDC Work Requirements page in BEACON.

Important: Staff must review and document exemption status at every reevaluation, at a minimum, to ensure ongoing eligibility and proper application of program requirements. For Work Program Required households, reevaluations occur every 6 months. Work-required clients must also be monitored on an ongoing basis and not only at reevaluation. Staff must reassess exemption status whenever new information is reported or household circumstances change.

TAFDC Exemption Types

Disability

A grantee who receives Supplemental Security Income (SSI), including the state supplement (SSP), or Social Security Disability Insurance (SSDI), is considered disabled for purposes of TAFDC work program requirements and may qualify for a disability exemption. However, clients receiving SSI are not eligible for TAFDC because an individual cannot receive benefits from both programs at the same time.

A TAFDC grantee who states they cannot work or participate in Pathways to Work activities due to a disability or medical condition may request a temporary disability exemption through a verbal self-declaration. See Temporary TAFDC Disability Exemption Procedures.

Essential to Care for a Disabled Household Member

A grantee may qualify for an exemption when they are essential to caring for:

  • a disabled child; or
  • their disabled spouse or the child’s other parent.

The Verification of Caring for the Disabled form (TAFDC-4) is required. If the client cannot obtain the TAFDC-4 form, they may provide written verification from a competent medical professional, another source involved in the individual’s care, or medical or school records.

The verification must describe:

  • the individual’s disability;
  • the level of care needed; and
  • how the disability-related needs prevent the grantee from working or participating in employment-related activities.

The disabled individual may:

  • receive TAFDC and be exempt from work requirements due to disability; or
  • receive SSI or SSDI.

When entering a Caring for a Disabled Person exemption, staff must also enter an Essential to Care record on the Caretakers page.

Pregnancy

Pregnant individuals may qualify for an exemption from TAFDC work program requirements and time-limited benefits. Verification from a competent medical professional stating the individual is pregnant and including the expected due date is required. Staff must enter the due date on the Pregnancy page in the AU Composition Details workflow. Do not deny the case if the client provides alternative verification. See Pregnancy.

Pregnant individuals with dependent children in the household are exempt when they are within 120 days of their due date. In a two-parent household, only the pregnant individual is exempt when within 120 days of the due date. The other parent remains subject to TAFDC work program requirements unless they qualify for another exemption reason.

IMPORTANT: An exception applies to pregnant individuals without other dependent children in the household. Due to current BEACON system limitations, approved applicants without other children in the household (and who do not qualify for another exemption reason) will default to an exempt status of Pregnant / Due Within 120 Days throughout the entire pregnancy.

Child Under 2

A parent with a child under age 2 may qualify for an exemption from TAFDC work program requirements.

A one-parent household with a child under age 2 is exempt.

In a two-parent household with a child under age 2, only one parent may receive the child under 2 exemption. The other parent must comply with TAFDC work program requirements unless they qualify for another exemption reason.

  • If one parent is disabled, the other parent cannot receive the child under 2 exemption unless verification from a medical provider states that the disabled parent is unable to care for the child due to their disability.
  • Both parents in a two-parent household must meet an exemption reason for the entire assistance unit to be considered exempt from TAFDC work program requirements and the 24-month time limit.
  • A child is not included in the Assistance Unit if they receive SSI, state or federal foster care payments, or adoption assistance.
  • A parent under age 20 with a dependent child under age 2 cannot use this exemption if their own parent lives in the household.

Parent Under 20

A parent under age 20 may qualify for an exemption if they meet TAFDC school attendance and living arrangement requirements. The client must provide:

  • an approved Pathways to Work Plan for an approved education or training program, including a Young Parents Program (YPP); or
  • verification of full-time school enrollment from a school official.

The client must also live in an approved living arrangement, including placement in a Young Parent Living Program (YPLP). See Parents Under 20 - Introduction.

Age 60 or older

A grantee age 60 or older is exempt from TAFDC work program requirements.

In a two-parent household, only the parent age 60 or older is exempt unless the other parent also qualifies for another exemption reason.

Non-Liable Ineligible Grantee

Some non-liable ineligible grantees may be exempt from TAFDC work program requirements.

Examples include:

  • a relative caregiver who is not required to follow TAFDC work rules; or 
  • a parent whose verified immigration status does not authorize employment in the United States.

If a relative caregiver wants to receive Relative Caregiver Child Care, they must still meet applicable employment requirements.

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