Emergency Child Care Bridge Program

Posted on by

The Emergency Child Care Bridge Program is meant to reduce child care barriers for children and parenting youth in the foster care system, their caregiver families, and nonminor dependent parents. The goal is to make sure children can stay in safe and stable homes, avoid unnecessary placement moves, support permanency, increase the ability of child care programs to meet the needs of children in foster care, and maximize funding to support the child care needs for eligible families, and support reunification or permanency.

Families who qualify can:

  • Get temporary financial help to cover child care costs (from birth through age 12, or up to 21 for youth with special needs);
  • Receive support from a child care navigator;
  • Benefit from having more child care providers trained in trauma-informed care.

This program is designed to give foster families immediate child care options during emergencies or placements, while helping them transition into longer-term, stable child care.

The Bridge Program child care subsidy is provided for up to six months. If a long-term child care arrangement is not secured, the county can extend eligibilty for another six months. After 12 months, the subsidy can only continue if there is a compelling reason, such as the family being unable to transition to other child care, or if ending the subsidy would disrupt the child’s stability, permanency plan, or reunification. Any extension beyond 12 months must be documented by the county in its monthly status report, including the reason and duration of the extension.

Counties may determine eligibility for the Bridge Program based on several criteria, all of which are considered equally without priority. Eligible participants include approved resource families, as well as families who have taken in a child under emergency or compelling circumstances while still completing the resource family approval process. Parenting youth in the foster care system and nonminor dependent parents also qualify, along with homes that have received approval through a tribal process.

For fiscal year 2025-26, all counties that want Bridge Program funding must opt in again, even if they previously participated. Once a county opts in, it will stay enrolled unless it formally chooses to opt out.  (CCB 25-14, June 6, 2025.)

IHSS telehealth assessments

Posted on by

During the COVID-19 emergency, IHSS allowed assessments and reassessments to be completed over the phone or by video to reduce risks. When the emergency ended in February 2023, in-person assessments resumed, but both recipients and counties saw how useful the telehealth option was. To continue offering that flexibility, CDSS worked with partners and received federal approval in May 2024 to permanently allow telehealth reassessments under Medicaid rules. This authority extends to IHSS and related programs. In October 2024, CDSS issued ACL 24-72, which sets out the policy and eligibility criteria for this new option.

To support the change, CDSS is updating systems like CMIPS, the Electronic Services Portal, and the Telephone Timesheet System. A new tool called the Reassessment Workspace was added in CMIPS to help case workers track reassessments, review telehealth eligibility, and gather additional information through online or phone questionnaires.

Counties are required to handle telehealth reassessments the same way they would in person assessments, following ACL 24-72. The recipient must be in their home environment while the reassessment takes place. If staff cannot see the recipient or their home during the call, they must ask detailed questions to collect the same information they would have observed if an in-person assessment had taken place, and record it in the case file.

Counties also have to:

  • Keep case records current so the system can confirm eligibility.
  • Apply the Stable Care Needs criteria outlined in ACL 24-72, or determine if the recipient qualifies for an exception.
  • Place the recipient’s health and safety above all when deciding if a telehealth assessment is appropriate.
  • Ensure forms are properly signed. Electronic signatures are acceptable if e-forms are used, but if not, paper forms must be mailed or delivered for completion.

This option allows eligible recipients to choose telehealth for reassessments, giving them more flexibility while ensuring counties still meet state and federal requirements for accuracy, safety, and program compliance.  (ACL 25-55, July 24, 2025.)

Reasonable Accommodations in RCA, ECA, and TCVAP programs

Posted on by

County Welfare Directors (CWDs) must ensure equal access to Refugee Cash Assistance (RCA), Entrant Cash Assistance (ECA), and Trafficking and Crime Victims Assistance Program (TCVAP) cash aid for individuals with disabilities. Reasonable accommodations may involve waiving rules or modifying procedures to enable individuals with disabilities or their associate’s full access to programs while avoiding sanctions. During all stages of aid administration, CWDs must proactively identify needs and respond accordingly. Requests can be made at any time and in any form. Additionally, there is no cap on the number of accommodations individuals may request.

Notice of accommodation rights may be provided verbally in face-to-face interviews, group presentations, in written communications, or through published materials such as posted notices and outreach materials in newspapers. Notices must always be given in plain language.

CWDs are required to notify RCA/ECA and TCVAP cash aid applicants/recipients of their rights through California Department of Social Services Publication 86/13 and on CWD-generated recruitment materials in all languages translated by the California Department of Social Services. Posters must be prominently displayed in all CWD waiting rooms and reception areas. All web pages with general information about RCA/ECA and TCVAP cash aid must contain a nondiscrimination statement. Additionally, webpages must have accurate and clear information about programs serving noncitizens.

When a disability is known or obvious, the CWD must determine whether an RCA/ECA or TCVAP cash aid applicant/recipient needs additional assistance while identifying disability-specific accommodations. When communication limits the ability to determine whether an applicant or recipient has a known or obvious disability, CWDs are required to establish virtual screening questions for all intakes and redeterminations.

An applicant/recipient does not need to disclose a specific diagnosis or condition before requesting accommodation, and a CWD cannot ask for verification nor challenge the legitimacy of the accommodation. CWDs must accommodate individuals with Limited English Proficiency and provide auxiliary aids, such as interpreters, Braille, or large print materials, at all stages of the intake and redetermination process.

Staff must initiate offers of accommodation during any point of interaction, regardless of whether the individual explicitly uses the word “disability,” and requests must be honored unless they impose an undue burden or fundamentally alter the program. Denials require high-level review and documentation by the CWD Director or their designee.

RCA/ECA and TCVAP applicants/recipients may request reasonable accommodation at any time, in any form (in person, phone, writing), by themselves or through a representative. Requests can be modified or withdrawn, and no special forms or procedures are required. Accommodations may apply across all program stages and components, including applications, redeterminations, rights notifications, employment services/education, exemptions, extensions, sanctions, participation support, appeals, and fraud investigations.

No specific terminology is required, and requests may be made in descriptive or indirect language. Staff must recognize these, ask whether the request is related to a disability, and clarify the type of assistance needed. Requests may also be made due to the disability of someone associated with the applicant (e.g., a caregiving situation). The ADA does not require disclosure or verification of a medical diagnosis; only a disability-related need for the accommodation must be stated. Staff cannot challenge the legitimacy of the disability but may ask clarifying questions to understand the limitation or the connection between the disability and the accommodation.

If agreement is not immediate, the CWD must begin the “interactive process” to explore solutions. All requests must be considered, and accommodations granted as requested or mutually agreed upon through this process, unless legally valid grounds exist for denial.

A CWD may deny a reasonable accommodation request only if it would fundamentally alter the program, service, or activity, or impose an undue financial/administrative burden. Such denials must be decided by the CWD Director or designee, and the fact that a request falls outside usual program rules is not sufficient grounds for denial. CWDs must document all disability-related disclosures, reasonable accommodation requests, and subsequent actions in the applicant’s/recipient’s case file

CWDs must provide civil rights training to all public contact staff (eligibility workers, employment specialists, domestic abuse providers, supervisors, program managers, reception, clerical staff, appeals specialists, civil rights staff, etc.) at least every two years, though annual training is encouraged. CWD’s are required to train public contact staff, program managers, and supervisors upon hire and, at a minimum, annually providing reasonable accommodations to people with disabilities. Training must cover how to notify applicants/recipients of their rights, identify disabilities, respond to and document accommodation requests, and check case files for noted needs. Practice exercises on giving notice and offering accommodations are recommended.

Americans with disabilities act (ADA) compliance may require exceptions to RCA/ECA and TCVAP program rules, so staff must be trained on both program rules and nondiscrimination laws, including how to resolve conflicts. These obligations extend to contractors and vendors providing direct. Additional recommended training includes culturally competent service delivery, trauma-informed care, working with victims of crime/trafficking and PTSD, and addressing language and cultural barriers to avoid traumatization and promote safety and trust.

Under the ADA and Rehabilitation Act, CWDs must ensure effective communication with applicants, recipients, the public, and their companions. Qualifying companions include family, friends, or a guardian representative. To do so, they must provide needed auxiliary aids and services such as devices or support services. Primary consideration must be given to the individual’s requested aid or service. CWDs must also guarantee effective communication across all delivery methods (phone, digital, in-person) and ensure staff are trained to access and use these aids.

CWDs must provide individuals with disabilities equal opportunity to participate in and benefit from Employment Servies and Employment-Directed Education/Training. RCA/ECA and TCVAP recipients are generally required to participate unless exempt. Disability alone does not automatically exempt them. CWD’s must ensure access to all programs, not just programs and services designed solely for individuals with disabilities. Collaboration with disability-serving organizations is encouraged to reduce workforce barriers.

Because disabilities vary widely, assessments must be individualized to identify strengths and appropriate services. Where disabilities interfere with participation, CWDs must provide reasonable accommodations, such as adjusting required hours or activity types. Participants should also be informed of their right to request workplace accommodations.

CWDs may find “good cause” for a participant’s noncompliance with Employment Services or Employment-Directed Education requirements. CWDs must consider whether the individual’s physical or mental impairment, illness, or caregiving responsibilities prevented them from participating. Determination must be based on the individual’s reported challenges. If disability-related information emerges during this process, CWDs must offer, document, and provide reasonable accommodations.

If a participant fails to meet program requirements, it may be due to the CWD’s failure to offer or provide necessary reasonable accommodations. If an individual is sanctioned for not being offered needed accommodation, they may file a disability discrimination complaint in addition to an appeal of the sanction.

Individuals who have physical or mental impairment that prevents them from participating in employment or training programs are exempt from Employment Services or Employment-Directed Education/Training requirements. Similarly, individuals who are temporarily unable to participate due to illness or injury may be exempt if a physician verifies their condition. CWDs must respond to each exemption notice by offering, documenting, and, if applicable, providing accommodation in all areas of program participation.

Individuals may require both language services and disability-related accommodations to participate fully in RCA/ECA and TCVAP cash aid. CWDs are required to identify and offer accommodation regardless of language barriers and must provide certified bilingual staff or interpreters with the necessary language skills. Individuals may not be aware that they can request both language assistance and accommodations. Staff must proactively ensure both needs are addressed. (ACL 24-67, October 4, 2025.)

Reasonable accommodations in CalWORKs program

Posted on by

County Welfare Directors (CWDs) must ensure meaningful access to CalWORKs and Welfare-to-Work (WTW) programs for individuals with any physical or mental impairment that substantially limits major life activities, regardless of whether a disability is formally diagnosed. Importantly, County Welfare Directors (CWDs) must not wait for individuals to use specific language or make formal requests; instead, they are required to recognize and respond when a disability is known or obvious.

CWDs must notify all CalWORKs applicants and recipients of their right to request reasonable accommodations, the existence and location of available services, activities, and facilities, as well as information about complaint procedures. Notice of information can be given verbally, in written communications, or published in notices and outreach materials provided in waiting rooms and reception areas. Notices should always be given in plain language.

There are multiple specific ways CWDs must notify CalWORKS applicants and recipients of their rights and the CWD policy on nondiscrimination. Posters must be prominently displayed in all CWD waiting rooms and reception areas. California Department of Social Services (CDSS) Publication 13 must also be distributed and verbally explained to applicants in their primary language at the time of initial application and recertification.  CWD recruitment materials must include a notification stating that individuals cannot be discriminated against based on disability during admission, access, or treatment. All web pages with general information about CalWORKs must also contain a nondiscrimination statement.

When a disability is known or obvious, CWDs must determine whether a CalWORKs applicant/recipient needs additional assistance. Examples of scenarios when a disability is known or obvious include an individual using a mobility device, utilizing a service animal, requesting auxiliary aid, having a history of receiving disability, verbally disclosing a disability, or indicating a disability on their application. CWDs may choose to establish phone screen questions for intakes and determinations, which is helpful in situations where applicants or recipients have disabilities that are not immediately apparent. CWDs should inform applicants/recipients that disclosure of a disability is not required. Additionally, CWDs cannot wait until the completion of a disability assessment to offer a reasonable accommodation.

Once a disability is known or obvious, the CWD must ask whether accommodation is needed. Any difficulty meeting CalWORKs program requirements could indicate the presence of a disability. If a disability is on file, the CWD must ensure accommodation is offered. If accommodation is already provided, the CWD should explore the need for additional accommodation. In situations where the individual has not reported a disability, the CWD should inquire about the need for accommodations.

Accommodation requests can be made at any time during applicant/recipient interaction with a CWD or contracted service provider. Requests can be made in person, by telephone, in writing, or via an authorized individual acting on their behalf. A request can be made to accommodate the disability of an associated.  There are no specific words that an applicant or recipient must use to initiate a request. An applicant/recipient does not need to disclose a particular diagnosis or condition before requesting accommodation, and a CWD cannot ask for verification nor challenge the legitimacy of the accommodation. CWDs must document all disclosures of disability-related needs, accommodation requests, and actions taken by CWDs in the applicant/recipient’s case file.

A CWD may only deny a reasonable accommodation request when the requested service would fundamentally alter the nature of the program or impose undue financial/administrative burdens on the program. The CWD director must make determinations for denials.

CWDs are required to provide civil rights training to all staff at a minimum bi-annually.  The obligation to train staff in civil rights and reasonable accommodations applies to the CWD as well as CWD contractors and vendors. Special training beyond standard civil rights and reasonable accommodation training can be given to staff whose duties include more specialized disability-related activities.

A CWD is obligated to ensure effective communication with individuals who have disabilities. This obligation extends to companions, defined as a family member, friend, or associate of the applicant/recipient who is an appropriate person for communication. A companion can be an authorized representative or caregiver and does not need to have the power of attorney privileges.

CWDs must provide auxiliary aids and services to individuals with disabilities to ensure effective communication. Primary consideration is given to the auxiliary aid or service requested. CWDs must be prepared to offer accommodation regardless of language. Qualified bilingual staff must be certified and possess the language skills to provide the same level of service to non-English-speaking applicants and recipients.

A CWD must offer individuals with disabilities an equal opportunity to participate in Welfare-To-Work (WTW) programs. A person with a disability can receive a reasonable accommodation under WTW. Individuals with disabilities are not automatically exempt from WTW.  Examples of accommodation include adjusting the number of hours and types of activities required under WTW, exemptions from participation, time on aid limits, extensions of time on aid limits, and voluntary participation in WTW activities. CWDs are encouraged to experiment with work activities for individuals with disabilities, including but not limited to specialized work experiences. Exemption requests serve as a notice of disability that obliges CWDs to pursue accommodation.

Under the Americans with disabilities act (ADA), CWDs must offer reasonable accommodations at the first point of contact with an applicant or recipient if a disability is known or obvious. They cannot delay accommodations until after screenings or evaluations. Under CalWORKs, accommodations may be suggested during learning disability or mental health evaluations, and the resulting information can guide accommodations in the participant’s WTW plan. Any accommodations must be discussed with the participant and documented in evaluation reports.

However, CalWORKs procedures do not replace ADA requirements. ADA rights exist independently of screenings and remain valid even if evaluations show no disability or if screenings are declined. Recipients may request ADA accommodations at any time, and the CWD must review and act on those requests.

Welfare-to-work accommodation may be needed for individuals in recovery or with a history of substance abuse. Examples of accommodation could include adjusting work schedules for treatment or permission to refuse a job where the individual would encounter controlled or legal substances.

A CWD may determine an individual has “good cause” for noncompliance with WTW program requirements. In determining whether good cause exists, a CWD considers whether the participant has a mental disability or learning disability that contributed to the failure to comply with program requirements. CWDs are obligated to offer, document, and provide accommodation if needed.  Good cause can be granted if employment or training for employment discriminates based on age, sex, race, religion, national origin, or disability. Good cause requests require consideration under both the Americans with Disabilities Act and CalWORK’s regulations.  Counties must provide WTW services in the most integrated setting appropriate to their needs.

A participant’s failure to meet program requirements could stem from a CWD’s inability to offer or provide reasonable accommodation. Individuals may file disability discrimination complaints if they believe sanctions occurred due to unmet reasonable accommodation. If a disability is raised during the sanction process, CWDs must pause enforcement actions and revisit the case with accommodation considerations in mind.

Individuals with physical or mental disabilities that significantly limit employment or WTW participation may request a disability-based exemption. The request serves as notice of a disability or possible need for accommodation. Exemption procedures do not replace the CWD’s ADA duty to offer, document, and provide reasonable accommodation. Even exempt WTW participants may need accommodation in other CalWORKs activities. Exempt individuals must also be informed of their right to voluntarily participate in WTW, with supportive services and accommodations provided if they choose.

Applicants/recipients with limited English proficiency (LEP) and disabilities may require both language services and accommodations. CWDs must proactively identify and provide support, using certified bilingual staff or interpreters who have the language skills and cultural awareness to communicate effectively, including knowledge of disability-related terms and cultural attitudes toward disability. Bilingual staff should use this awareness to educate, assist with self-identification, and discuss accommodations in a culturally competent way, allowing adequate time for interpretation. LEP applicants may not realize they can request both accommodations and bilingual services—for example, someone with LEP and low vision may need large-print materials in their language, or someone with LEP and memory challenges may need interpreters to speak slowly so they can take notes. (ACL 24-65, October 1, 2024.)

Funding for HDAP, Bringing Families Home and Home Safe programs

Posted on by

The California Department of Social Services (CDSS) announced that a total of $209.4 million in new one-time funding has been allocated for the 2025-26 fiscal year for housing and homelessness programs. These funds come from the Budget Act of 2025 and will be distributed to counties and eligible Tribal grantees to continue and expand three programs: Bringing Families Home (BFH), the Housing and Disability Advocacy Program (HDAP), and the Home Safe Program. The funding period for these programs will run from July 1, 2025, through June 30, 2028. Unlike past years, there are no matching requirements for counties or Tribal governments.

The Bringing Families Home program will receive $81 million to provide housing-related support to families in the child welfare system who are homeless or at risk of homelessness. The Housing and Disability Advocacy Program is allocated $44.6 million in additional one-time funding, which will supplement the ongoing $25 million that the state already provides annually. This program focuses on outreach, housing assistance, and disability benefit advocacy for people experiencing or at risk of homelessness who may qualify for disability benefits. The Home Safe program will receive $83.8 million to support older and dependent adults, including those involved with Adult Protective Services or Tribes, who are facing homelessness or housing instability due to abuse, neglect, or related risks.

Current grantees are strongly encouraged to continue running their existing programs without interruption to ensure families and individuals maintain housing stability and avoid returning to homelessness. Grantees may begin claiming eligible expenses for these programs starting July 1, 2025, and can continue to do so until final allocation amounts are released. The new one-time funding is in addition to any unspent funds from the 2021 and 2022 Budget Acts, which are still available for use. To avoid overspending before allocations are finalized, grantees are advised to limit their spending to the average quarterly amount they claimed in the 2024-25 fiscal year.

For Tribal grantees, CDSS will provide more details in separate communications and will engage directly with Tribal governments and organizations before finalizing allocations. For counties, the state has extended the deadline to spend and claim funding from earlier budget cycles, allowing grantees to use 2021 through 2024 program funds for two additional quarters, up to the December 2025. (ACWDL, July 30, 2025.)

CalFresh Minimum Nutrition Benefit Pilot Program Revised Implementation Date and Eligibility Criteria

Posted on by

The California Department of Social Services (CDSS) has provided information about the implementation date of the CalFresh Minimum Nutrition Benefit Pilot Program (MNB Pilot). CDSS also announced revised MNB Pilot program criteria.

The required automation for the MNB Pilot will be completed in the California Statewide Automated Welfare System (CalSAWS), for the implementation date of December 1, 2025.

The new MNB Pilot eligibility criteria are that households must meet all of the following requirements to be eligible to participate in MNB Pilot:

  • Households must be eligible for the Elderly Simplified Application Project (ESAP)
  • Must receive a monthly food benefit allotment of less than $60.
  • Households must have two or more CalFresh eligible members.
  • Eligible households must be receiving CalFresh on December 1, 2025, or have a pending application for CalFresh that is approved with a beginning date of aid on or before December 1, 2025.

Benefits issued under the MNB Pilot will not be replaced if lost in a disaster, including a household misfortune or stolen by electronic theft.

Correction of any MNB Pilot underissuances must be made no later than June 30, 2027. The (MNB Pilot) program will operate from December 1, 2025 through November 30, 2026. (ACL 25-59, August 8, 2025.)