To advise State Workforce Agencies or agencies designated by Governors as ?Cooperating State Agencies? (CSAs or ?States?) that the authorization of appropriations for the TAA program expires on December 31, 2014, and termination provisions will take effect beginning on January 1, 2015, absent congressional action.

To provide guidance to state unemployment insurance (UI) agencies on disclosure of confidential unemployment compensation (UC) information to health insurance exchanges for purposes of implementing the Affordable Care Act (ACA).

This notice is to inform the public workforce investment system about available health insurance coverage options during the Health Insurance Marketplace Open Enrollment period beginning November 15, 2014 through February 15, 2015, and to offer potential opportunities to refer job seekers and workers to information about how and where to sign up for coverage.

This guidance provides states with revised allotment levels for WIA Adult and Dislocated Worker FY 2015 funds, which became available to states in October 2014. This Change 1 to TEGL 18-13 revises the funding available to states on October 2014 to reflect the 0.0554 percent reduction enacted in the short-term Continuing Appropriations Resolution for FY 2015.

To issue rescissions for obsolete Older Worker Bulletins (OWBs) or ones replaced by Training and Employment Guidance Letters (TEGLs).

To remind states of the U.S. Department of Labor's (Department) interpretation of the confidentiality requirement for unemployment compensation (UC) appeals information and to clarify when confidential UC information in UC appeals records may be disclosed to the public under 20 CFR 603.5(b).

To provide guidance to states and other recipients of funds under title I of WIA on the use and reporting of PY 2014 funds for planning and implementation activities associated with the transition to WIOA.

The purpose of this Training and Employment Guidance Letter (TEGL) is to provide information to the public workforce system and other entities (including the "covered entities" listed above) that receive federal financial assistance to operate job banks, about the use of credit information to exclude, screen, or select applicants for employment and to provide tools to educate employers about the practical and legal drawbacks of this employment practice. This guidance is being issued by the Employment and Training Administration (ETA), in conjunction with the Civil Rights Center (CRC).

This TEGL is accompanied by Training and Employment Notice (TEN) number 12-14: Promising Practices and Resources for Addressing Long-Term Unemployment,¹ which outlines proactive steps that a number of employers, employer organizations, and workforce agencies have implemented or pledged to implement to address the unique barriers to employment facing many of the long-term unemployed. One of these barriers, the practice of using credit information to exclude applicants from employment, is the subject of this TEGL. Long-term unemployed individuals may be more likely than employed or short-term unemployed individuals to fall into debt due to prolonged periods when they lack sufficient income or employer-sponsored benefits such as health insurance to meet basic needs. As a result, these long-term unemployed individuals may be more likely to be negatively impacted by these credit screening practices.

To inform the public workforce system and employers about affirmative efforts by employers, employer organizations, and workforce agencies to increase economic competitiveness by tapping into the talent pool of long-term unemployed individuals, which includes many qualified, experienced, and skilled workers. And to encourage the workforce system, through resources and information, to assist the long-term unemployed in returning to work by: (a) partnering with employers to implement promising human resources practices; (b) targeting and expanding work-based learning models, such as on-the-job training; (c) offering specialized services, such as financial counseling, behavioral health counseling, and enhanced job search assistance; and (d) boosting job seeker outreach and engagement strategies to better reach the long-term unemployed.

The public workforce system should take proactive steps to help the unemployed and especially the long-term unemployed return to work. As outlined in the accompanying Training and Employment Notice (TEN) 12-14: Promising Practices and Resources for Addressing Long-Term Unemployment,¹ a number of employers, employer organizations, and workforce agencies have implemented or pledged to implement specific actions, policies, and/or services for addressing the unique barriers to employment facing many of the long-term unemployed. One of these barriers, which is the subject of this Training and Employment Guidance Letter (TEGL), is the practice among some employers to exclude unemployed and especially long-term unemployed individuals from hiring consideration. The purpose of this TEGL is to provide information to the public workforce system and other entities (including the "covered entities" listed above) that receive federal financial assistance to operate job banks, about the practice of some employers to exclude unemployed persons from hiring consideration, and to provide tools to educate employers about the practical and legal drawbacks of this practice. This guidance is being issued by the Department of Labor's Employment and Training Administration (ETA), in conjunction with the Civil Rights Center (CRC).