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Child Care

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1. What is a FAQ?

A FAQ is a Frequently Asked Question by parents regarding child care services, procedures, and qualifications.

2. What is child care?

Child care is supervision administered to a child during part of a 24-hour period, while a parent is working, training, or in school. Care is provided at a facility, day home, in the child’s own home, or the home of a relative. Services may include recreational and developmental activities and meals as appropriate.

3. What are Workforce Solutions of West Central Texas’ Child Care Services (CCS) office locations, hours of operation, and phone number?

CCS offices are located at:
400 Oak St.
Suite 317
Abilene, TX 79602

Offices are open 8:30 am to 5:00 pm, Monday through Friday. You can also reach the CCS offices by phone at (325) 795-4283 or (800) 542-4045.

4. Who qualifies for child care assistance?

Any resident of our 19-county Workforce Development Area, who is working or participating in an education / training program, may qualify for assistance. To receive financial assistance for child care, your family must also meet Workforce Solutions income guidelines.

5. What are the 19 counties served by Workforce Solutions of West Central Texas?

Workforce Solutions serves residents of the following counties:

• Brown


• Callahan


• Coleman


• Comanche


• Eastland


• Fisher


• Haskell


• Jones


• Kent


• Knox


• Mitchell


• Nolan


• Runnels


• Scurry


• Shackelford


• Stephens


• Stonewall


• Taylor


• Throckmorton

6. Is there an age limit for children receiving financial aid for child care?

Infants and children up to age 13 are eligible for child care services. Children over the age of 13 who are physically or mentally incapable of taking care of themselves may also be eligible for services.

7. Is funding available for child care?

Funding may be immediately available to a parents who:

• Are Supplemental Nutrition Assistance Program (SNAP, formerly Food Stamp) Employment and Training participants


• Are Temporary Assistance for Needy Families (TANF) / Choices eligible 


• Are transitioning from TANF / Choices to work 


• Have applied for TANF benefits

Please contact us to help determine if you qualify for immediate assistance with child care.

If funding is not immediately available, you may be placed on the waiting list for financial assistance.

8. What is TANF?

TANF stands for Temporary Assistance for Needy Families. This provides financial and medical assistance on a monthly basis to families with dependent children.

9. What is SSI?

SSI stands for Supplemental Security Income. This is a financial payment administered by the Social Security Administration for the aged, blind, or disabled.

10. What are Workforce Solutions family income guidelines?

Find out if you may qualify for assistance for child care by visiting the Are You Eligible? page on this website.

11. What is a family?

Family members include one or more of the following:

• Parent(s) - An adult responsible for the care and supervision of the child, identified as the child’s natural parent, adoptive parent, stepparent, or legal guardian


• Caretaker(s) - An adult who performs all parental functions for a child including the provision of food, clothing, shelter, and supervision


• Child - A person who is under 18 years of age

12. Whose income should I report to Workforce Solutions?

You should report the gross monthly income before deductions for all working family members. Wages or salary may include armed forces pay (some payments made to children of Vietnam veterans and some subsidies made to military personnel are excluded) commissions, tips, piece-rate payments, and cash bonuses earned. Overtime pay is estimated based on the person’s history of receiving this pay.

A family’s income includes:

• Child support 


• Court settlements or judgments


• Income from estate and trust funds 


• Net income from self-employment 


• Pensions, annuities, life insurance, and retirement income 


• Public assistance payments 


• Rental income 


• Spousal maintenance or alimony 


• Taxable capital gains, dividends, and interest 


• Total gross earnings 


• Unemployment compensation 


• Workers' compensation income, death benefit payments, and other disability payments 

13. Who does Workforce Solutions report my personal information to?

Workforce Solutions does not give out any information on a parent or child.

14. Why does Workforce Solutions ask for ethnicity of parents requesting assistance?

Workforce Solutions will ask for information on ethnicity for federal reporting. Workforce Solutions offers financial assistance to parents regardless to race, creed, or national origin.

15. Where can I report a suspected case of fraud?

If you have a suspected case of child care fraud, please call (888) 469-JOBS (5627). For TDD call Relay Texas at (800) 735-2989.

Actions regarding confirmed cases may include:

• Termination of child care service


• Reimbursement to Workforce Solutions / provider by the parent for child care services delivered 


• Other legal actions as appropriate

16. What can I do if I don’t agree with my child care assistance being terminated?

If you don’t agree with your child care assistance being terminated, you have the right to appeal the decision within 15 days of the receipt of the notice of termination. If you contact Workforce Solutions within 15 days of notification, child care services may be continued during the appeal process under certain circumstances.

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Child Care - Attendance

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1. Who do I talk to about my child’s attendance?

Parents must notify their child care provider immediately of a child’s absence during normal participation hours.

2. How many days can my child be absent?

Your child can miss no more than 30 days within a year’s enrollment period.

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Child Care - Eligibility

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1. How do I get on the waiting list to receive assistance for child care?

Submit a wait list application online or by mail at:
CCS
400 Oak St.
Suite 317
Abilene, TX 79602

You will be notified when funds become available.

For more information, please view How to Apply.

2. Do you serve children with disabilities?

Children with disabilities or children who require assistance to perform tasks that are within the typical chronological range of development are welcomed. Workforce Solutions offers special assistance to parents and providers in caring for a child with disabilities.

3. What types of proof do I need to verify my actual income?

Workforce Solutions accepts proof of currently earned income through documents such as check stubs, employment verification letters, wage reports submitted by theTexas Department of Human Services, or forms submitted to the Internal Revenue Service.

4. Will I have to pay a fee for child care assistance?

You may be asked to pay a portion of the cost, which will be based on the family’s gross income. Parents receiving Temporary Assistance for Needy Families (TANF) or Supplemental Security Income (SSI) have no fee for child care.

5. How is the parent's portion of the parent fee calculated?

Parent's fees are determined by calculating 9% of the household's total gross monthly income for one child, and 11% for two or more children. Parent's receiving Temporary Assistance for Needy Families (TAN) or Supplemental Security Income (SSI) do not pay a parent fee. Percentages increase 1% each year a family is on the program, topping out at 11% for one child, and 13% for two or more children.

6. When should I pay the parent fee?

You should always pay your child care provider in advance of services. After Workforce Solutions portion of the child care payment is authorized by Workforce Solutions, you should immediately make payment arrangements with your provider.

Always get a receipt from the provider that includes the date, amount, and the person you paid.

7. How can I receive a reduction in my fee?

You may be eligible for a reduction in your parent fee if:

• All children are attending the provider part time


• All children in the Child Care Services (CCS) child care attend after school programs


• Your household has seven or more members 

8. What happens if I don't pay my parent fee?

Your child care assistance will be terminated by Workforce Solutions if your parent fee is not paid to your child care provider on time.

9. Who should I call if I don't receive my application forms from Workforce Solutions?

If you do not receive your forms within five working days from talking to us, notify the Workforce Solutions Child Care Services (CCS) staff immediately.

10. What would happen if my forms were late or I don't return the forms to Workforce Solutions?

If your child care forms were late or not returned, your child care services will be terminated. You will be given 15 days to make other child care arrangements.

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Child Care - Parent Responsibility Agreement (PRA)

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1. What is Workforce Solutions - Parent Agreement?

When reviewing family eligibility, the parent will need to provide additional information. For each child, written documentation must be submitted to show that the parent:

• Cooperated with the Attorney General’s office to establish paternity when necessary 


• Filed for child support 


• Enrolled every child in the family younger than eighteen in school 


• Has given assurance to Workforce Solutions that she or he has not used, sold, or possessed any controlled substances, nor abused alcohol

The parent / caretaker is responsible for making sure that required documents are received within specific time frames. Always confirm and document dates forms are due, or time frames to contact Workforce Solutions.

2. What are the Child Support Requirements?

Parents participating in Workforce Solutions child care may be required to submit documents which establish paternity for a child. Parents can visit the Office of Attorney General or contact them at (800) 252-8014, or visit the Office of Attorney General.

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Child Care - Relative Child Care

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1. What is a Relative Child Care Provider?

Parents can make child care arrangements on their own with a relative of the child. This is called Relative Child Care.

Family members that may be eligible as a Relative Provider include the child’s great-grandparent, grandparent, aunt / uncle, or sibling. All Relative Child Care Providers must be at least 18 years of age. Workforce Solutions will approve the eligibility of all Relative Child care Providers. Payments will only be made after being properly authorized by Workforce Solutions.

2. Does Workforce Solutions employ Relative Child Care Providers?

Relative Child Care Providers are not employed by Workforce Solutions and are not eligible for any benefits with Workforce Solutions. The child care arrangement is an agreement between the parent and the Relative Child Care Provider.

3. How much will my Relative Child Care Provider get paid for keeping my child?

Workforce Solutions has a maximum amount of payment, which can be reimbursed to a Relative Provider up to the maximum rates established for that specific age group and type care.

For a review of the current maximum rates, please view Reimbursement Rates for Providers.

4. What documents will you need from my Relative Child Care Provider?

Your Relative Child Care Provider will be asked to:

• Review and sign a Relative Provider Rate Schedule 


• Complete forms for the IRS (W-9) 


• Submit copies of picture identification and the provider's Social Security card

All documents must be submitted before Relative Child Care Providers are eligible for payment.

5. Who do I talk to about the Relative Child Care Provider billing process and/or forms?

Your Relative Child Care Provider is assigned a finance representative at the Workforce Solutions Child Care Services (CCS) office. If your provider has not received a Service Delivery Summary (Form 2455-A) by the end of the month, and your service has already been approved, please contact CCS and ask to speak to the Finance Department.

6. Who do I call regarding payment for my Relative Child Care Provider?

Call the Workforce Solutions Child Care Services (CCS) office at (325) 795-4283 or (800) 542-4045 and ask to speak to the Finance Department.

7. What do relative child care providers have to submit for billing?

Relative child care providers should submit a completed and signed Service Delivery Summary Report (Form 2455-A) for services rendered. Relative providers may bill once monthly, and billing forms are due into the Child Care Services (CCS) office no later than the eighth calendar day of the following month.

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Child Care - Wait List

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1. How do I get on the waiting list to receive assistance for child care?

To get on the waiting list for child care assistance, you can complete an online application or contact us and an application will be mailed to you.

2. What should I do to stay on the waiting list for assistance with child care?

You should call every 60 days to ensure your name stays on the waiting list.

3. How will I know when funding becomes available for child care?

Workforce Solutions will notify you by mail when funding becomes available for child care. It is important that you report a change in address promptly.

4. When will I get placed and how long is the waiting list?

If you are currently on the waiting list for child care, you will be notified when funding becomes available. Placement from the waiting list depends on available funds, funding levels, and your place on the wait list.

Assistance will be provided on a first come, first served basis.

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Financial Aid / Scholarships

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1. What is the difference between grants and loans?

Grants typically consist of money that is not required to be paid back. Loans have to be repaid.

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Mass Claims Program

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1. What are the benefits of this program?

• Employers are not inundated with a written notice of application for unemployment benefits for each individual who files a claim


• The employer is considered an interested party to each claim filed


• Employers are given the opportunity to submit the claimant’s final week’s earnings (which may affect entitlement for that week)


• Employees establish claims more efficiently and easily and receive timely payment of benefits

If using this format, information must be provided no later than five days prior to the date of the layoff. For assistance contact the Workforce Boards Business Solutions or call the TWC Unemployment Office at (512) 463-2999.

2. When do the claims begin?

Each claim has a beginning date of Sunday. It may be the Sunday of the week in which the layoff occurs or the following Sunday, depending on the last day worked. Generally speaking, if your employee's last day to work was a Monday, Tuesday, or Wednesday the claim will likely begin on the prior Sunday. If your employee's last day to work was a Thursday or Friday, the claim will likely begin on the following Sunday.

Please discuss this with the mass layoff coordinator, who will give you the definite date. This may clear up any question that you might have with regard to column 25 (Claim Week Earnings) on your record that you submit.

3. When will our employees be likely to start receiving benefits?

It will be two to three weeks from the time that the claim is established. This same information is contained in a booklet that is sent to claimants, and it should be very helpful in answering many of the questions that your employees might have.

If your employees were paid wages instead of giving them advance notice of the layoff, they are not eligible for benefits during the period covered by these wages.

4. What if I cannot provide all of the information requested?

Please discuss this with the mass layoff coordinator, who will decide what action to take. Some of the fields (columns) are more crucial than others.

5. How should we send Texas Workforce Commission (TWC) the information once it is formatted?

TWC will accept a diskette or you may even send the spreadsheet that you have created via email.

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Shared Work

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1. Can an employer have more than one plan?

Yes, there are no specific restrictions as to how many plans an employer can have within his/her organization as long as he/she meets the "unit" requirements.

2. When will the shared work plan begin?

The Commission shall approve or deny a shared work plan no later than 30 days after the plan is received. A shared work plan is effective on the date it is approved by the Commission. The plan expires on the last day of the 12th full calendar month after the effective date of the plan.

It is suggested that the employer request a starting date that will coincide with his payroll date to simplify the timekeeping procedures.

3. If an employer chooses shared work, must the employer use it for his/her entire business or company?

No. An employer can use shared work in one or more departments, shifts, or unit. The program gives an employer the flexibility to specify the affected areas.

4. If the employer's shared work plan expires but the employees are still working on a reduced work schedule, can the employees receive shared work benefits?

No. Shared work benefits are payable only while the employer's plan is in effect. However, the employees may be eligible for benefits under the regular unemployment insurance program.

5. What effect will shared work benefits have on an employer's unemployment insurance tax rate?

Benefits paid through the shared work plans are charged back against the employer's account for use in computing his/her general (experience) tax rate. Thus, shared work benefits affect the employer's tax rate in the same manner and to the same extent as other chargebacks of benefits.

6. Does the employer need to specify which employees will be included in the shared work program?

Yes. The employer's plan must include the names and Social Security numbers of all participating employees so that they can be paid.

7. How are employees paid shared work benefits?

The employer completes a biweekly shared work continued claim list of participating employees so that they can be paid. An interested employer submits to the Commission a Shared Work Plan Application and Employee Participant List by mail or fax. If the plan is approved, workers who qualify for unemployment benefits will receive both wages and Shared Work benefits. The workers will receive the percentage of their regular benefits that matches the percentage of reduction in the employer's plan.

8. Does an employee, who is participating in the shared work program serve a weeklong waiting period?

While participating in the shared work program, an employee does not serve a weeklong waiting period. If employees, for any reason, are no longer participants in the shared work program and they file for regular unemployment, they will have to serve the weeklong waiting period unless they have been paid three times their weekly benefit amount while participating in the shared work program.

9. Can an employer put individuals or groups back to work full-time for a week or two and then continue the plan?

Yes, putting individuals or groups back to work full-time for a week or more is even encouraged. The plan is structured such that there would be no real inconvenience in returning to it.

10. Can an employer lay off some workers who were originally in the plan and still keep the remainder in the plan?

Yes, as long as requirements for an approved plan are being met.

11. Can the percentages of reduced hours be different for different individuals?

Yes, as long as the reduction is between 10-40% each week, depending on the specifications of the plan.

12. Can employees who normally work overtime receive shared work benefits for a reduction in their overtime hours?

No. Shared Work benefits can only be paid for wages lost because of a reduction in the employee's normal full-time hours. Normal full-time hours may not exceed 40 hours.

13. Can an employer use the shared work program for part-time workers?

No, only full-time employees whose hours have been reduced may participate in the program.

14. Do shared work employers have to report earnings from an employee's outside part-time job?

No. A shared work employer does not have to report any wages their employees may earn from an outside part-time employment. However, once an individual files under the regular unemployment insurance program, that individual is required to report any earnings (full-time or part-time) on their claim certification.