Effective Date: 01/01/00

Revised: 2/22/13

Reference: None


Policy Statement:

Child care services during a medical or maternity leave are available to current clients only.

Procedure:

  1. Medical Leave
    1. Child care services are allowable for up to twelve (12) weeks during a medical leave if the client submits the following documentation:
      1. A letter from the doctor on letterhead stationery that states:
        1. The client's name, diagnosis, and prognosis,
        2. The projected length of the medical leave,
        3. The client is unable to work, and
        4. The client is unable to care for his/her own children.
      2. A letter from the employer that states the client has a job to return to after the medical leave is over.
    2. If the two forms of documentation are received by the CCR&R or Site Administered Provider, approve child care services for the length of the medical leave or twelve (12) weeks, whichever is less.
      1. Adjust the co-payment using current income documentation.  The new co-payment will be effective the month following reassessment.
      2. Place the case in a tickler system in order to give/send the client a Redetermination Form two (2) weeks prior to the leave expiration. The client should use the information from the last pay period at the job he/she is returning to on the Redetermination Form.
        1. After the Redetermination Form is received, process as directed in 02.03.01.
        2. If the client does not return the Redetermination Form within 10 business days, cancel the case giving 10 calendar days notice.
        3. If the documentation required to support the need for a leave of absence is not received, cancel the case giving 10 calendar days notice.
        4. Child care services beyond the twelve (12) weeks are not allowable except under extreme circumstances. These requests must be approved by BCCD, Springfield.  Send requests  to DHS.CCAP.Policy@illinois.gov.
  2. Maternity Leave
    1. Child care for Maternity Leave is allowable for up to twelve (12) weeks postpartum if the client submits the following documentation:
      Please note: for medical complications associated with pregnancy prior to the delivery of the baby, place the client on Medical Leave according the instructions in I.A. above.
      1. A letter from the doctor on letterhead stationery that states:
        1. Date of delivery.
        2. Date the client will be released to return to work.
      2. A letter from the employer, on letterhead stationery, that states that the client has a job to return to after the maternity leave is over.
    2. If the two forms of documentation are received by the CCR&R or Site Administered Provider, approve child care services for the length of the maternity leave or twelve (12), whichever is less.
      1. Adjust the co-payment using current income documentation.  The new co-payment goes into effect the month following reassessment.
      2. Place the case in a tickler system in order to give/send the client a Redetermination Form two (2) weeks prior to the leave expiration. The client should use the information from the job he/she is returning to on the Redetermination Form.
        1. After the Redetermination Form is received, process as directed in 02.03.01.
        2. If the client does not return the Redetermination Form within 10 business days, cancel the case giving 10 calendar days notice.
        3. If the documentation required to support the need for a leave of absence is not received, cancel the case giving 10 calendar days notice.
  3. Medical and Maternity Leaves Combined
    1. A client may be eligible for medical and maternity leaves occurring back to back.  This can occur when an expectant mother is ordered to bed rest prior to delivery, or if the mother experiences complications after delivery that extend past the twelve (12) week maternity leave.
      1. Ensure that all documentation requirements as described above are submitted within 10 business days of the beginning of the leave period.
      2. The co-payment amount determined at the beginning of the leave period will remain during the extended leave.
      3. If the current eligibility period ends before the end of the leave period, extend the eligibility period to include the last month of the leave.  Adjust eligible days to include only those dates included in the leave period.  For example, if the eligibility period ends August 30th and the leave ends September 20, extend the child care eligibility through September and adjust eligible days to include only those through September 20.
      4. If the current eligibility period goes beyond the end of the leave period, place the case in a tickler system in order to give/send the client a Redetermination Form two (2) weeks prior to the leave expiration. The client should use the information from the last pay period at the job he/she is returning to on the Redetermination Form.
        1. After the Redetermination Form is received, process as directed in 02.03.01.
        2. If the client does not return the Redetermination Form within 10 business days, cancel the case with Reason Code 80 and give 10 calendar days notice.
        3. If the documentation required to support the need for a leave of absence is not received, cancel the case giving 10 calendar days notice.
        4. Child care services beyond the twelve (12) weeks are not allowable except under extreme circumstances. These requests must be approved by BCCD.  Send request to DHS.CCAP.Policy@illinois.gov