Member Handbook

AmeriCorps VISTA

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Member Handbook en Español 
Table of Contents 
Chapter 1: Background & Purpose ......................................................................................................9 
BACKGROUND AND PURPOSE .................................................................................................................. 9 
OVERVIEW OF ROLES .............................................................................................................................. 11 
ROLE OF SPONSORING ORGANIZATION.............................................................................................. 12 
ROLE OF COMMUNITY ........................................................................................................................ 12 
ROLE OF AMERICORPS VISTA MEMBER .............................................................................................. 13 
SUPERVISION ....................................................................................................................................... 14 
ROLE OF AMERICORPS VISTA LEADER ................................................................................................ 14 
ROLE OF THE VISTA MEMBER SUPPORT UNIT .................................................................................... 15 
ROLE OF THE AMERICORPS FIELD OFFICE ........................................................................................... 15 
ROLE OF AMERICORPS VISTA HEADQUARTERS OFFICE ...................................................................... 16 
Chapter 2: Overview of Your Year in AmeriCorps VISTA .................................................................... 16 
OVERVIEW OF YOUR YEAR IN AMERICORPS VISTA................................................................................. 16 
BEFORE YOU BEGIN SERVICE .................................................................................................................. 17 
CRIMINAL HISTORY CHECK .................................................................................................................. 17 
DRUG SCREENING ............................................................................................................................... 18 
AMERICORPS VISTA ADMINISTRATIVE FORMS AND TASKS ................................................................ 18 
MANDATORY ONLINE COURSEWORK ................................................................................................. 19 
YOUR SERVICE YEAR ................................................................................................................................ 19 
FIRST WEEK ON YOUR PROJECT .......................................................................................................... 20 
ONGOING MEMBER TRAINING AND DEVELOPMENT ......................................................................... 20 
CHANGING YOUR END-OF-SERVICE BENEFIT SELECTION ................................................................... 21 
TENTH MONTH .................................................................................................................................... 21 
LAST THREE WEEKS ............................................................................................................................. 22 
AFTER YOU COMPLETE YOUR YEAR OF SERVICE ..................................................................................... 22 
Chapter 3: Serving at Your Project .................................................................................................... 23 
SERVING AT YOUR PROJECT .................................................................................................................... 23 
PROJECT APPLICATION ............................................................................................................................ 23 
SUPERVISING MEMBERS ......................................................................................................................... 23 
Chapter 4: Training for Members ...................................................................................................... 24 
TRAINING FOR MEMBERS ....................................................................................................................... 24 

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VISTA MEMBER ORIENTATION................................................................................................................ 25 
ON-SITE ORIENTATION AND TRAINING .................................................................................................. 26 
ONGOING MEMBER TRAINING AND DEVELOPMENT ............................................................................. 27 
ONLINE RESOURCES ................................................................................................................................ 28 
Chapter 5: Financial Support ............................................................................................................ 29 
FINANCIAL SUPPORT ............................................................................................................................... 29 
LIVING ALLOWANCE ............................................................................................................................ 29 
END-OF-SERVICE BENEFIT ................................................................................................................... 30 
END-OF-SERVICE STIPEND ................................................................................................................... 30 
PRORATED END-OF-SERVICE STIPEND ................................................................................................ 31 
SEGAL AMERICORPS EDUCATION AWARD.......................................................................................... 32 
PRORATED SEGAL AMERICORPS EDUCATION AWARD ....................................................................... 32 
CHANGING YOUR END-OF-SERVICE BENEFIT SELECTION ................................................................... 32 
SETTLING-IN ALLOWANCE ................................................................................................................... 33 
EMERGENCY EXPENSE ALLOWANCE ................................................................................................... 33 
HOW DO MEMBERS GET PAID? .............................................................................................................. 34 
DIRECT DEPOSIT .................................................................................................................................. 34 
PAPER CHECK PAYMENT (EXCEPTION ONLY) ...................................................................................... 34 
LOST CHECK ......................................................................................................................................... 35 
TAXES: OBLIGATIONS, WITHHOLDINGS, AND CREDITS .......................................................................... 36 
FEDERAL TAXES ................................................................................................................................... 36 
STATE, COUNTY, AND MUNICIPAL TAXES ........................................................................................... 36 
SOCIAL SECURITY AND MEDICARE ...................................................................................................... 36 
W-2 FORM-STATEMENT OF EARNINGS AND TAXES WITHHELD ......................................................... 37 
EARNED INCOME TAX CREDIT ............................................................................................................. 37 
DEDUCTIONS FROM ALLOWANCES ........................................................................................................ 38 
RECOVERY OF OVERPAYMENT ............................................................................................................ 38 
CHILD CARE ............................................................................................................................................. 39 
STATE BENEFIT LIMITS ........................................................................................................................ 39 
HOUSING ASSISTANCE ............................................................................................................................ 40 
MEMBER ALLOWANCES AT A GLANCE ................................................................................................... 40 
Chapter 6: Benefits Toward Education .............................................................................................. 42 
EDUCATION BENEFITS ............................................................................................................................. 42 

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IF YOU ELECT THE END-OF-SERVICE STIPEND ......................................................................................... 42 
POST-SERVICE CANCELLATION OF FEDERAL PERKINS LOANS ............................................................. 43 
IF YOU ELECT THE SEGAL AMERICORPS EDUCATION AWARD ................................................................ 44 
OVERVIEW OF SEGAL AMERICORPS EDUCATION AWARD.................................................................. 44 
NATIONAL SERVICE TRUST .................................................................................................................. 45 
EDUCATION AWARD AMOUNT ........................................................................................................... 45 
HOW TO QUALIFY ............................................................................................................................... 46 
RESTRICTIONS AND LIMITATIONS ....................................................................................................... 46 
PRORATED SEGAL AMERICORPS EDUCATION AWARD ....................................................................... 47 
QUALIFIED LOANS ............................................................................................................................... 48 
INSTITUTIONS MATCHING THE EDUCATION AWARD ......................................................................... 49 
ELIGIBLE INSTITUTIONS ....................................................................................................................... 49 
QUALIFIED EXPENSES TO ATTEND SCHOOL ........................................................................................ 51 
BOOKSTORES AND THE EDUCATION AWARD ..................................................................................... 52 
LOAN POSTPONEMENT AND INTEREST PAYMENT ................................................................................. 52 
FORBEARANCE OR DEFERMENT? ........................................................................................................ 52 
LOAN FORBEARANCE .......................................................................................................................... 53 
PAYMENT OF ACCRUED INTEREST ...................................................................................................... 55 
TAX IMPLICATIONS .................................................................................................................................. 56 
FEDERAL TAX ....................................................................................................................................... 56 
TAX CREDITS ........................................................................................................................................ 56 
CONTACTING THE NATIONAL SERVICE TRUST ........................................................................................ 57 
GRADUATE RECORD EXAMINATION FEE REDUCTION PROGRAM .......................................................... 57 
EDUCATIONAL BENEFITS AT A GLANCE .................................................................................................. 57 
Chapter 7: Travel & Transportation Support ..................................................................................... 59 
TRAVEL & TRANSPORTATION SUPPORT ................................................................................................. 59 
RELOCATION TRAVEL .............................................................................................................................. 59 
RELOCATION TRAVEL ALLOWANCE ..................................................................................................... 60 
REQUESTING APPROVAL FOR RELOCATION TRAVEL .......................................................................... 60 
MODES OF TRAVEL FOR RELOCATION ................................................................................................ 60 
REQUESTING REIMBURSEMENT FOR TRAVEL ......................................................................................... 61 
TRAVEL REIMBURSEMENT AT END OF SERVICE .................................................................................. 61 
SERVICE-RELATED TRANSPORTATION..................................................................................................... 62 

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PUBLIC TRANSPORTATION FOR SERVICE-RELATED TRAVEL ............................................................... 62 
VEHICLES OWNED OR LEASED BY SPONSORING ORGANIZATIONS FOR SERVICE-RELATED TRAVEL .. 62 
PRIVATELY OWNED VEHICLES FOR SERVICE-RELATED TRAVEL .......................................................... 63 
LICENSING AND INSURANCE ............................................................................................................... 63 
ACCIDENTS WHILE DRIVING A VEHICLE .............................................................................................. 63 
TRAVEL FORMS AT A GLANCE* ............................................................................................................... 65 
Chapter 8: Healthcare Benefit Support ............................................................................................. 66 
HEALTHCARE BENEFIT OVERVIEW .......................................................................................................... 66 
ENROLLMENT .......................................................................................................................................... 67 
HEALTHCARE BENEFIT ADMINISTRATION ............................................................................................... 67 
HEALTHCARE BENEFIT COVERAGE .......................................................................................................... 68 
FEDERAL EMPLOYEES' COMPENSATION ACT .......................................................................................... 70 
BENEFITS ............................................................................................................................................. 70 
CLAIMS PROCEDURES ......................................................................................................................... 70 
APPEAL PROCEDURE ........................................................................................................................... 71 
DEATH BENEFITS ..................................................................................................................................... 71 
Chapter 9: Leave Benefits ................................................................................................................. 72 
LEAVE BENEFITS AT A GLANCE ................................................................................................................ 72 
NATIONAL HOLIDAYS .............................................................................................................................. 73 
PERSONAL LEAVE .................................................................................................................................... 74 
MEDICAL LEAVE ...................................................................................................................................... 74 
PARENTAL LEAVE .................................................................................................................................... 75 
EMERGENCY LEAVE ................................................................................................................................. 75 
JURY DUTY ............................................................................................................................................... 76 
MILITARY RESERVE LEAVE ....................................................................................................................... 76 
FAMILY MEDICAL LEAVE ACT .................................................................................................................. 77 
ALTERNATIVE SERVICE SITE ..................................................................................................................... 78 
Chapter 10: AmeriCorps VISTA Leaders ............................................................................................. 78 
AMERICORPS VISTA LEADERS ................................................................................................................. 78 
ROLE OF AMERICORPS VISTA LEADERS ................................................................................................... 78 
LEADER ORIENTATION ............................................................................................................................ 79 
ADMINISTRATIVE POLICIES FOR LEADERS .............................................................................................. 80 
BECOMING A VISTA LEADER ............................................................................................................... 80 

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TRANSITION FROM VISTA MEMBER TO LEADER ................................................................................ 81 
LEADER'S RELATIONSHIP WITH SPONSORING ORGANIZATIONS, SUPERVISORS, AND MEMBERS ..... 81 
REGIONAL AND PROJECT-BASED LEADERS ......................................................................................... 81 
LEADER BENEFITS .................................................................................................................................... 82 
LIVING ALLOWANCE ............................................................................................................................ 82 
HEALTH CARE ...................................................................................................................................... 82 
EDUCATION AWARD ........................................................................................................................... 82 
END-OF-SERVICE STIPEND ................................................................................................................... 82 
Chapter 11: Summer Associates ....................................................................................................... 83 
SUMMER ASSOCIATES ............................................................................................................................ 83 
ADMINISTRATIVE POLICIES FOR SUMMER ASSOCIATES ......................................................................... 83 
BENEFITS AND SUPPORT ..................................................................................................................... 84 
LEAVE .................................................................................................................................................. 84 
WORKER’S COMPENSATION ............................................................................................................... 86 
INCOME DISREGARD ........................................................................................................................... 86 
COMPLETION OF FUTURE PLANS FORM ............................................................................................. 86 
Chapter 12: End of Service ................................................................................................................ 86 
END OF SERVICE ...................................................................................................................................... 86 
END-OF-SERVICE CHECKLIST ................................................................................................................... 86 
PREPARING FOR END-OF-SERVICE .......................................................................................................... 89 
FUTURE PLANS FORM ......................................................................................................................... 89 
EVALUATION OF YOUR SERVICE.......................................................................................................... 90 
CLOSE OF SERVICE TRAVEL ASSISTANCE ............................................................................................. 90 
HOME OF RECORD .............................................................................................................................. 91 
BREAKS IN SERVICE ............................................................................................................................. 92 
END-OF-SERVICE STIPEND ....................................................................................................................... 92 
SEGAL AMERICORPS EDUCATION AWARD ............................................................................................. 93 
PROCESS FOR ACCESSING EDUCATION AWARD ................................................................................. 93 
ADDITIONAL AMERICORPS VISTA SERVICE ............................................................................................. 93 
RESTRICTIONS AND REQUIREMENTS .................................................................................................. 94 
LIFE AFTER AMERICORPS VISTA .............................................................................................................. 94 
CERTIFICATION OF SERVICE ................................................................................................................ 94 
STAYING INVOLVED ............................................................................................................................. 94 

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SERVICE AND YOUR CAREER ............................................................................................................... 94 
VISTA CAMPUS JOB BOARD ................................................................................................................ 95 
NON-COMPETITIVE ELIGIBILITY FOR FEDERAL GOVERNMENT JOBS .................................................. 95 
EMPLOYERS OF NATIONAL SERVICE INITIATIVE ................................................................................. 96 
APPLYING AMERICORPS VISTA SERVICE TOWARDS FEDERAL BENEFITS/RETIREMENT ...................... 96 
Chapter 13: Administrative Policies .................................................................................................. 97 
ADMINISTRATIVE POLICIES ..................................................................................................................... 97 
BREAK IN SERVICE ................................................................................................................................... 97 
ADMINISTRATIVE HOLD STATUS ......................................................................................................... 97 
STATUS OF SERVICE AND ELIGIBILITY FOR BENEFITS .............................................................................. 98 
CHANGE IN SERVICE ................................................................................................................................ 99 
TRANSFER TO ANOTHER AMERICORPS VISTA PROJECT ..................................................................... 99 
EARLY DEPARTURE FOR ANOTHER AMERICORPS PROGRAM ............................................................. 99 
DEFERRAL OF SERVICE ...................................................................................................................... 100 
SEPARATION FROM SERVICE................................................................................................................. 101 
DESELECTION .................................................................................................................................... 101 
EARLY TERMINATION FOR CAUSE ..................................................................................................... 101 
MEDICAL TERMINATION ................................................................................................................... 102 
REMOVAL FROM PROJECT ................................................................................................................ 102 
TERMINATION FOR LACK OF SUITABLE ASSIGNMENT ...................................................................... 104 
RESIGNATION .................................................................................................................................... 105 
EARLY TERMINATION OF A VISTA MEMBER FOR A COMPELLING PERSONAL CIRCUMSTANCE ....... 105 
Chapter 14: Terms & Conditions of Service ..................................................................................... 107 
TERMS & CONDITIONS OF SERVICE ...................................................................................................... 107 
TELESERVICE ...................................................................................................................................... 108 
RULES AND RESTRICTIONS ................................................................................................................ 109 
ADDITIONAL TERMS OF SERVICE ...................................................................................................... 110 
EDUCATIONAL COURSES ................................................................................................................... 110 
FINANCIAL OBLIGATIONS .................................................................................................................. 111 
WORK STUDY, FELLOWSHIP, AND INTERNSHIP PROGRAMS ............................................................ 111 
MEMBER HOUSING ........................................................................................................................... 111 
EXPRESSING YOUR VIEWS AND CONCERNS REGARDING SERVICE ....................................................... 112 
INFORMAL PROCEDURE .................................................................................................................... 112 

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AMERICORPS VISTA GRIEVANCE PROCEDURE .................................................................................. 112 
PROPERTY LOSS ................................................................................................................................. 113 
OTHER MATTERS WHILE IN SERVICE ..................................................................................................... 114 
RESPONSIBILITY FOR FINANCIAL DEBTS ............................................................................................ 114 
KEEPING IN TOUCH ........................................................................................................................... 114 
SUPPLIES AND EQUIPMENT .............................................................................................................. 115 
DONATED AND OTHER GIFTS TO BENEFIT THE PROJECT .................................................................. 115 
INTELLECTUAL PROPERTY CREATED DURING SERVICE ..................................................................... 115 
EVACUATION POLICY FOR AMERICORPS VISTA MEMBERS .............................................................. 116 
Chapter 15: Basic Laws & Federal Regulations ................................................................................. 117 
BASIC LAWS & FEDERAL REGULATIONS ................................................................................................ 117 
ELIGIBILITY REQUIREMENTS: AGE & CITIZENSHIP ................................................................................ 117 
OATH OF SERVICE.................................................................................................................................. 118 
CIVIL RIGHTS AND NON-DISCRIMINATION ........................................................................................... 118 
GOVERNING FEDERAL LAWS AND ORDERS ...................................................................................... 118 
PROHIBITION AGAINST HARASSMENT .............................................................................................. 121 
DISCRIMINATION COMPLAINT PROCEDURES ................................................................................... 122 
LIMITATION ON MEMBER ACTIVITIES AND DUTIES .............................................................................. 122 
AMERICORPS GUIDELINES ON SERVICE OF MEMBERS IN RELIGIOUS ORGANIZATIONS OR ACTIVITIES
 .......................................................................................................................................................... 122 
LIMITATION ON POLITICAL ACTIVITIES ............................................................................................. 123 
LIMITATION ON DISPLACEMENT OF EMPLOYED WORKERS AND IMPAIRMENT OF CONTRACTS FOR 
SERVICE ............................................................................................................................................. 127 
LIMITATION ON RECEIVING ANY COMPENSATION OR OTHER BENEFITS FOR SERVICE OF MEMBERS
 .......................................................................................................................................................... 127 
LIMITATION ON LABOR OR ANTI-LABOR ACTIVITY ........................................................................... 128 
PROHIBITION ON NEPOTISM ............................................................................................................ 128 
LIMITATION ON AMERICORPS VISTA FRATERNIZATION ................................................................... 129 
PROTECTION OF PUBLIC ASSISTANCE BENEFITS WHILE SERVING IN AMERICORPS VISTA ................... 130 
PUBLIC ASSISTANCE PROGRAMS AND BENEFITS .................................................................................. 131 
SUPPLEMENTAL NUTRITION ASSISTANCE PROGRAM (SNAP), FORMERLY KNOWN AS FOOD STAMPS
 .......................................................................................................................................................... 131 
WOMEN, INFANTS, AND CHILDREN PROGRAM ................................................................................ 132 
SOCIAL SECURITY DISABILITY PAYMENTS ......................................................................................... 132 

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VETERANS BENEFITS ......................................................................................................................... 132 
HOUSING ASSISTANCE PROGRAMS .................................................................................................. 133 
WELFARE REFORM LAW .................................................................................................................... 133 
AMERICORPS VISTA MEMBERS CONSIDERED FEDERAL EMPLOYEES ONLY FOR LIMITED PURPOSES
 .......................................................................................................................................................... 134 
LIABILITY COVERAGE (FEDERAL TORT CLAIMS ACT) ......................................................................... 134 
FEDERAL EMPLOYEES' COMPENSATION ACT .................................................................................... 135 
UNEMPLOYMENT COMPENSATION .................................................................................................. 136 
CIVIL SERVICE BENEFITS ........................................................................................................................ 136 
NON-COMPETITIVE ELIGIBILITY IN FEDERAL CIVIL SERVICE.............................................................. 136 
FEDERAL CIVIL SERVICE CREDIT ........................................................................................................ 137 
LEGAL SUPPORT AND REQUEST FOR INFORMATION ........................................................................... 138 
LEGAL EXPENSES ............................................................................................................................... 138 
THE FREEDOM OF INFORMATION ACT (FOIA) AND THE PRIVACY ACT............................................. 138 
 
   

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Member Handbook en Español

Chapter 1: Background & Purpose

BACKGROUND AND PURPOSE

AmeriCorps VISTA has a rich history and legacy. The

program was first envisioned by President John F.

Kennedy when, in 1962, he commissioned a task force

to explore the creation of a national service program

modeled after the Peace Corps, whose purpose would be

to assist Americans afflicted by poverty. In 1964,

President Lyndon B. Johnson realized that vision and

created what was then known as Volunteers in Service to

America (VISTA).

In 1965, the first VISTA members began serving in migrant farm worker camps in

California, the hollows of eastern Kentucky, and the urban neighborhoods of Hartford,

Connecticut. Since then, more than 220,000 members have served in all 50 states and

U.S. Territories. Members serve in tribal, rural, suburban, and urban communities.

Poverty exists in many forms, which is why VISTA’s model is driven directly by

communities in need. Whether that need is expanding job-training services for out of

work coal miners in Kentucky, recruiting disadvantaged youth for computer literacy

and coding classes in Minneapolis, or combatting homelessness among our veterans,

members help others while gaining valuable skills for their careers.

“This is your job—to guide the young, to comfort the sick, to encourage the

downtrodden, to teach the skills which may lead to a more satisfying and a more

rewarding life. On your idealism and on your success rests much of our hope for the

final elimination of poverty in our American life.”

- President Lyndon B Johnson in his remarks to the first VISTA class in 1964.

In 1994, VISTA became a program of AmeriCorps, founded by President Bill

Clinton. AmeriCorps is a federal agency that engages millions of Americans in

service through national service programs such as AmeriCorps and AmeriCorps

Seniors and by leading volunteer initiatives for the nation. In 2009 The Serve

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America Act was signed and expanded the national service programs administered by

AmeriCorps.

The purpose of AmeriCorps VISTA, as originally authorized in the Domestic

Volunteer Service Act (DVSA) of 1973, as amended, is:

To strengthen and supplement efforts to eliminate and alleviate poverty ... in the

United States by encouraging and enabling persons from all walks of life, all

geographic areas, and all age groups, including low-income individuals ... to perform

meaningful and constructive volunteer service in agencies, institutions, and situations

where the application of human talent and dedication may assist in the solution of

poverty and poverty related problems.

The Domestic Volunteer Service Act describes three specific objectives of the

program to achieve this purpose:

1. To strengthen local agencies and organizations to carry out the purpose of the

program

2. To encourage volunteer service at the local level

3. To generate the commitment of private sector resources

The AmeriCorps VISTA program endorses three basic assumptions:

• Private citizens can contribute on a voluntary basis to meet the challenges

confronting low-income communities.

• The skills and energies of AmeriCorps members in the VISTA program are

used most effectively when the members live and work in the low-income

communities they serve.

• The full-time personal involvement of members brings an added dimension to

local public and private nonprofit organizations that work to develop lasting

solutions to the problems facing low-income communities.

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OVERVIEW OF ROLES

AmeriCorps VISTA achieves its mission

by assigning members to sponsoring

organizations to build the capacity of

those organizations to lift communities

out of poverty. Members mobilize

community resources, engage individuals

in local community service, and increase

the capacity of organizations to manage

effective anti-poverty programs. It is

crucial to the concept of local self-reliance

that sponsoring organizations plan for the eventual phase out of members and for the

absorption of their functions by other facets of the organization or community.

Those who designed the VISTA program envisioned that the community members

served by AmeriCorps VISTA projects, to the maximum extent practicable, would

participate in planning, developing, and implementing programs. In coordination with

AmeriCorps Field Offices and sponsoring organizations, the AmeriCorps VISTA

program aims to ensure our service partners - sponsors, beneficiaries, and other

community contacts - meaningfully participate in our projects.

Over the course of VISTA’s more than 50-year legacy, the types of projects and the

communities served have varied greatly and will continue to change as the program

evolves. The idea of collaborative, grassroots, and sustainable development, however,

has not and will not change as this is the heart of AmeriCorps VISTA's anti-poverty

mission. Four core principles provide the framework of all AmeriCorps VISTA

projects:

1. Ending poverty

• The project's goal addresses helping individuals and communities

move out of poverty, rather than making poverty more tolerable

through short-term services.

2. Empowering communities

• The project engages residents of low-income communities in

planning, development, and implementation of the project.

3. Building capacity

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• Members strengthen, expand, and increase the reach of anti-poverty

organizations and programs by working on projects with staff and

volunteers, rather than directly with people in need.

4. Creating sustainable solutions

• Members build capacity for organizations to address poverty long

after the VISTA members are gone. VISTA members develop

systems, relationships, and knowledge which they transfer to the

organization and the community to sustain over the long-term.

ROLE OF SPONSORING ORGANIZATION

Members serve under the auspices of a sponsoring organization (often referred to as

an AmeriCorps VISTA sponsor). A sponsoring organization may be a non-profit

organization, educational institution, tribal, or public agency that is committed to

creating solutions to problems affecting low-income communities. The organization

partners both with the low-income communities it serves and with AmeriCorps

VISTA.

The sponsoring organization manages AmeriCorps VISTA resources, including the

members and sometimes grant funds, and provides the support necessary to achieve

project goals. In some cases, the sponsoring organization shares the cost of members

by committing to pay the living allowance of one or more of their members.

Along with the project plan, a sponsoring organization develops a VISTA

Assignment Description (VAD), essentially a work plan, for each member.

Successfully completing the tasks in the VAD leads to attaining the goals of the

project plan. The sponsor reports to AmeriCorps VISTA on the progress made in

meeting its goals, in addition to reporting on the impact the members have had serving

at its site(s). In support of the member, the sponsor provides supervision, orientation,

professional development, and logistical support.

ROLE OF COMMUNITY

The community plays a critical role as both the advisor and beneficiary of the project.

Community may be defined geographically (e.g., a neighborhood), demographically

(e.g., school children), or by affinity (e.g., individuals seeking food security). Given

the diversity of the communities in which members serve, the level of involvement

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and role a community plays in planning, developing, and implementing programs is

equally diverse.

Community representatives, with varying levels of input, work with a sponsoring

organization to develop a project. Community needs, desires, and priorities shape the

project's goals and objectives, which determine the members' assignment descriptions.

At a project implementation level, community members directly and indirectly work

with members. As partners, colleagues, and neighbors, the member and the

community members share and transfer information, skills, attitudes, and behaviors.

This exchange is based on a mutual partnership and mutual learning for the transfer to

be successful, and it is the basis of sustainable, grassroots community development.

Ultimately, all projects aim to have community partners assume responsibility of the

project’s activities.

ROLE OF AMERICORPS VISTA MEMBER

Members make a full-time, one-year commitment to alleviate poverty in a particular

community. Their role in alleviating poverty is to mobilize community resources,

increase the capacity of the low-income community to achieve its goals, and to ensure

that the activities initiated or expanded are sustained by the community.

AMERICORPS VISTA MEMBER ASSIGNMENT

A member’s assignment depends on the needs of the

community being served and the issue(s) being

addressed by the project to which the member is

assigned. The VISTA Assignment Description (VAD)

provides an overview of the member’s activities and

duties as well as a description of how and when to

accomplish them.

Members build the capacity of individuals,

organizations, and communities. The sponsor, in

coordination with the AmeriCorps Field Office, works

with the community to establish goals and to develop a

plan to address identified needs. The member serves as a

catalyst and change agent, assisting in creating or

expanding the sponsor’s programs and mobilizing

community resources.

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A member assignment does not include the delivery of individual services to clients,

that is, "direct service," nor activities more appropriately performed by the sponsoring

organization's administrative support staff, except in very limited circumstances.

Limited circumstances include situations in which (1) a brief period of direct service

is necessary to understand the service elements of the sponsoring organization, (2)

direct service is incidental to the time and effort in carrying out the primary

responsibilities of the member assignment, or (3) direct service is necessary for

training purposes.

Also, in general, a member may not assume, accept, or retain positions of leadership,

or become identified with a particular faction or group, or with a partisan or

nonpartisan political group in the communities in which he/she serves. The

assumption of such positions by a member would hinder the community's ability to

develop its own leadership capacity.

SUPERVISION

Each member has a supervisor responsible for managing the project. The member

receives direction and guidance from a supervisor who works for the sponsoring

organization, rather than the AmeriCorps Field Office or AmeriCorps Headquarters.

Members serving with intermediary sponsors may have a site supervisor at their host

site organization as well as an overall project supervisor at the sponsoring

organization.

A member is not an employee of the sponsoring organization, nor of the host site if

serving with an intermediary organization. A member is also not an employee of

AmeriCorps, AmeriCorps VISTA, or the federal government, except for very specific

purposes (see "Unemployment Compensation" section in Chapter 14) outlined in the

Domestic Volunteer Service Act of 1973. A member is a federal resource to a local

organization.

ROLE OF AMERICORPS VISTA LEADER

AmeriCorps VISTA leaders assist sponsoring organizations and members in

achieving program objectives and developing new project activities and sources of

community support. Leaders are sometimes assigned to larger projects or to specific

regions. As such, not all projects will have leaders.

Leaders are former full-time AmeriCorps members, or Peace Corps volunteers who

have demonstrated exemplary skills and leadership in community service.

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Leaders are not permitted to perform administrative or supervisory functions for their

sponsoring organizations or for AmeriCorps Field Offices. They do not supervise

other members. Instead, they provide support and coordination for members to

increase the project’s impact. In return for fulfilling this role, leaders are eligible to

receive a small increase in their living allowance. (See Chapter 10 for further details

about the leader program.)

ROLE OF THE VISTA MEMBER SUPPORT UNIT

The VISTA Member Support Unit (VMSU) provides a full array of administrative

support to candidates, members, and alumni. This support includes assistance with the

member application, enrollment forms, training events, active service, end-of-service,

and post-service.

For questions about completing forms, or issues pertaining to benefits, including

travel reimbursement, living allowance, and end-of-service awards, contact the

VMSU for assistance through the National Service Hotline at 800.942.2677 or submit

a request online to the VMSU at https://questions.nationalservice.gov/app/ask_eg.

ROLE OF THE AMERICORPS FIELD OFFICE

AmeriCorps has field staff working throughout the United States. There are

AmeriCorps Field Offices located in eight regions representing all 50 states, the

District of Columbia, and U.S. territories. AmeriCorps Field Office staff provide

outreach, program development, technical assistance, and evaluation in support of

AmeriCorps’ national service network, in addition to member support. Staff assist

sponsoring organizations in refining project goals and objectives and in determining if

the proposed project aligns with the AmeriCorps VISTA program mission.

AmeriCorps staff approve a sponsoring organization's project plan and member

applications, arranges for the candidates to participate in VISTA Member Orientation

(VMO) for supervisors to view the VISTA Sponsor Orientation (VSO). After

members are assigned to a project, the AmeriCorps Field Office supports the

sponsoring organization as they provide training, professional development, and

technical assistance to members. Moreover, the field office is a resource for

AmeriCorps VISTA policy and procedure. If an issue cannot be resolved between a

supervisor and a member, the sponsor should contact the appropriate field office. A

list of AmeriCorps field Offices is available

here: https://americorps.gov/contact/region-offices

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AmeriCorps Field Office staff conduct periodic project visits and review Project

Progress Reports to monitor the sponsoring organization's use of members toward

achieving the project's goals and objectives.

ROLE OF AMERICORPS VISTA HEADQUARTERS OFFICE

AmeriCorps VISTA is headquartered in Washington, DC. This office, in consultation

with AmeriCorps Field Offices, determines goals, policy, administrative procedures,

and budgetary requirements for effective program operation.

The AmeriCorps VISTA Headquarters Office performs the following tasks:

• Monitors progress toward achieving national program goals and priorities

• Allocates AmeriCorps VISTA resources among the regions

• Ensures AmeriCorps staff and sponsoring organizations adhere to AmeriCorps

VISTA policies and procedures

• Researches and shares effective program models

• Develops and implements training, professional development, and technical

assistance for members, leaders, and sponsors

• Administers member support services, such as health care, childcare, payments

and reimbursements for living allowances and relocation travel, and enrollment

for the Segal AmeriCorps Education Award or end-of-service stipend

• Oversees national recruitment, marketing, and outreach efforts to attract

potential members and provides training and technical assistance to assist

sponsors in local recruitment practices.

Chapter 2: Overview of Your Year in

AmeriCorps VISTA

OVERVIEW OF YOUR YEAR IN AMERICORPS VISTA

As an AmeriCorps member serving in VISTA, you are expected to attend key events

that occur during your year of service and to make certain decisions to maximize your

benefits and experience. All members participate in a VISTA Member Orientation,

take the oath of service upon entering service, participate in on-going training and

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development throughout the year, and, upon successful completion of the year,

become members of the AmeriCorps alumni network.

BEFORE YOU BEGIN SERVICE

As a candidate, you are expected to attend to important legal administrative tasks

related to your enrollment.

CRIMINAL HISTORY CHECK

AmeriCorps VISTA and its sponsoring organizations strive to maintain a safe and

productive environment by assigning members and leaders who do not present a risk

to their service partners, particularly vulnerable members of our communities. In

addition to comprehensive interviews and personal reference checks, criminal history

checks assist sponsors and AmeriCorps VISTA in determining the suitability of

applicants.

AmeriCorps VISTA requires a review of the National Sex Offender Public Registry,

maintained by the Department of Justice, before an AmeriCorps applicant can be

approved for service. Any applicant’s records found on this registry will result in

deselection.

The AmeriCorps VISTA program will also conduct a comprehensive criminal history

check on all candidates. You may be provisionally sworn in as a member or leader

until the adjudication process and research is completed. You must submit required

information to AmeriCorps VISTA HQ and comply fully with this process or risk

termination from service.

Re-enrollees who have undergone a criminal history check and have no lapse in

service need not undergo a second check. Reinstated members and leaders who have a

lapse in service greater than 120 days are required to undergo another background

check. AmeriCorps will provide you with instructions as required.

Potential and current members and leaders are expected to cooperate fully with

criminal history checks. Cooperation includes, but is not limited to, fully disclosing

past convictions, providing information as required, and responding with truthful and

complete information to inquiries made during the criminal history check process.

Additionally, if you are arrested during your service term, you are required to report

the arrest to your sponsor and AmeriCorps Field Office within three days of the arrest.

Failure to cooperate with these requirements, or any attempt to interfere with

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implementation of this policy, will result in denial of your application, deselection, or

early termination from AmeriCorps service.

DRUG SCREENING

Alcohol abuse and illegal drug use adversely affect health and performance on

projects, create potentially dangerous situations, and serve to undermine the

community's confidence in AmeriCorps VISTA. Therefore, AmeriCorps VISTA

prohibits illegal drug use and alcohol abuse by its leaders and members. Some

sponsoring organizations may require leaders and members to pass a drug screening

test before or upon arrival or during service at the project site. Failure to submit to

drug screening, or a positive test result for illegal drugs, may lead to deselection of the

candidate or early termination of the member.

AMERICORPS VISTA ADMINISTRATIVE FORMS AND TASKS

Before VISTA Member Orientation, you must complete various forms and

administrative tasks to ensure your benefits are properly administered and that you

meet the conditions of service.

Unless otherwise noted, all forms must be completed in my.americorps.gov and must

be completed prior to VISTA Member Orientation.

• Current Mailing Address. If you relocate to a new community as part of your

service, this address is used to contact you during your year of service

(see Chapter 7 for relocation travel information).

• Email Address. AmeriCorps VISTA sends members several communications

prior to and during the service year. Ensuring your email address is up to date is

essential for timely communication.

• Direct Deposit Form. As a member, you will have your biweekly living

allowance sent to you via electronic funds transfer or direct deposit. The U.S.

Treasury requires federal payments to be made by direct deposit, except when

this form of payment would cause unusual hardship on the payee. (For hardship

cases, see guidance related to paper checks in the Paper Check Payment section

of Chapter 5 for the procedure to have payments made by paper check.) Failure

to enter your direct deposit information correctly will result in at least a two-

week delay in receiving your living allowance.

• W-4 Employee's Withholding Allowance Form. Complete the W-4 Form to

establish income tax withholding for your year of service.

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• Designation of Beneficiary of Unpaid Compensation Form. This form

ensures that any unpaid compensation (e.g., subsistence allowance, stipend, or

travel reimbursement) is paid to your designee[s] in the event of your death

during your service.

• End-of-Service Benefit Election Form. Members have a choice between one

of two end-of-service benefits: either the Segal AmeriCorps Education Award

or the end-of-service cash stipend. Select either the education award or the cash

stipend. (See Chapter 5 for information about the end-of-service stipend

and Chapter 6 for details about the education award.) If you select the end-of-

service stipend, you will not be able to switch to the education award.

MANDATORY ONLINE COURSEWORK

Prior to attending VISTA Member Orientation (VMO), you must complete certain

pre-service online coursework. For details, please see the VISTA Member Orientation

learning path in the VISTA Campus.

Having completed this coursework, you will participate in a pre-service training

designed to orient you to the AmeriCorps VISTA mission and theory of change, to

your project assignment, and to resources that may support you throughout the year.

YOUR SERVICE YEAR

As a candidate, you attend a VISTA Member Orientation, which provides an

overview of your role as a member, the role of your sponsoring organization, and the

role of the AmeriCorps Field Office. The orientation is your final step to becoming a

member and the starting point to your year of service. The chart below highlights

important milestones and timelines occurring during your service year.

Month

Event

Pre-Service

• Candidates complete all online courses and forms, including

electing an end-of-service benefit

• Candidates attend an online VISTA Member Orientation

(VMO) on the first day of service and complete additional

online coursework the first weeks of service

• Candidates take the Oath of Service and completes

electronic oath form

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• New members begin service with their project site

• Members continue to complete additional online coursework

during the first weeks of service as part of VMO

• Members receive On-Site Orientation and Training (OSOT)

to introduce them to their sponsoring organization, their

community, and their role on the project

3-11

• Members participate in ongoing member training and

development—webinars, online tutorials, and other learning

opportunities

• Last chance to switch from Segal AmeriCorps Education

Award to the end-of-service cash stipend

• Members complete the Future Plans Form

• Members end service

FIRST WEEK ON YOUR PROJECT

Your sponsoring organization will provide you with an On-Site Orientation and

Training during your first weeks on the project. This orientation will introduce you to

your sponsoring organization, the community at large, and your role during your year

of service. During the on-site training period, it is important that you review and

integrate the VISTA Member Orientation material as appropriate.

ONGOING MEMBER TRAINING AND DEVELOPMENT

After your service begins, you may participate in ongoing professional development

activities to enhance your knowledge and skills in order to effectively carry out your

project assignment. The VISTA Campus, an online resource hosted by AmeriCorps

VISTA, houses many training opportunities including online tutorials and forums and

a series of webinars. You might also attend a workshop, conference, or other

professional development opportunity. You should join the member community on

the VISTA Campus as well as work with your supervisor to identify training and

development opportunities that are available and appropriate. (For more information

about training, see Chapter 4.)

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CHANGING YOUR END-OF-SERVICE BENEFIT SELECTION

At any time before the end of your

tenth month of service, you may

change your post-service benefit to the

cash stipend if you originally elected

the Segal AmeriCorps Education

Award. To make this change, you

must select the stipend under “In-

Service Benefits” in

your my.americorps.gov account. If

you initially elected the end-of-

service stipend, you cannot switch to the education award. Members serving in the

summer associate program do not have the ability to change their end-of-service

benefit selection once a selection has been made.

TENTH MONTH

Future Plans Form

You will need to complete an AmeriCorps Future Plans Form in the tenth month of

your service. The form is on your member homepage in my.americorps.gov under

“Close-of-Service.” This form requires you to notify AmeriCorps if you are ending

your service as scheduled, or if you are requesting continuation of service. Your

termination date is usually 365 days following the day you begin service. You should

complete this form in my.americorps.gov at least 60 days before your end-of-service

date. Your supervisor will review your form at least 45 days before your end-of-

service date. You will have an opportunity to review your supervisor's remarks and

enter additional comments before the form is processed.

Extension of Service

Sometimes members find that the tasks to which they have committed their service

cannot be completed within one year. In this case, members and their sponsoring

organization may request an extension of the first year of service for a period of no

less than two weeks to no more than six months. Requests are subject to AmeriCorps

Field Office approval.

You can only receive a prorated end-of-service stipend for the period of extended

service.

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Reenrollment for an Additional Year

You may also reenroll for an additional year of service without a break between

terms. You may pursue an additional year with your current project, or you may

decide to serve with a different project. If you are considering pursuing another term

of service with a different project, you should visit my.americorps.gov to search for

service opportunities by location, skill areas, or issues of interest. You also may want

to consider applying to become a leader (see Chapter 10).

The decision to extend, reenroll, or be designated as a leader requires the approval of

the AmeriCorps Field Office. Approval to extend, reenroll, or become a leader is

dependent on AmeriCorps and AmeriCorps VISTA program policy, the funding

available to AmeriCorps, the nature of the agreement between AmeriCorps and the

sponsoring organization, and your performance and conduct as a member. Members

are not entitled to an extension, reinstatement, or reenrollment as a member or leader

in the AmeriCorps VISTA program.

LAST THREE WEEKS

In the last three weeks of your service, you should prepare to leave your sponsoring

organization and phase out of your service as a member. (See Chapter 12 for the end-

of-service checklist of things you should do to ensure this transition is as smooth as

possible.) If you elected to receive the cash stipend at the end of your service year,

you will receive $400 of your accrued stipend (minus federal income tax and FICA

[Social Security] deductions) in the living allowance payment for the next-to-the-last

pay period of your service year. The remaining stipend balance is disbursed in the last

pay period of your term of service.

If you extend service, the end-of-service benefit (Education Award or cash stipend)

will be disbursed at the end of the full year term of service. A cash stipend will begin

accruing as the end-of-service benefit for your extension period.

AFTER YOU COMPLETE YOUR YEAR OF SERVICE

Your AmeriCorps VISTA healthcare benefits end at 11:59 p.m. on the day you end

service. After ending service, you have up to 30 days to convert your healthcare

benefits via the Health Insurance Marketplace at healthcare.gov (see Chapter 8).

If you elected an end-of-service stipend, please review Chapter 5. If you elected the

Segal AmeriCorps Education Award, see Chapter 6.

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See Chapter 12 for more information about Life After VISTA.

Chapter 3: Serving at Your Project

SERVING AT YOUR PROJECT

Before a member is assigned, a sponsoring organization develops a project to address

identified needs of a low-income community. The community and sponsoring

organization work collaboratively to design the project. A member's assignment is

designed so that when the project is completed, the low-income community is better

equipped to solve its own problems, and the systems, services, funding, and

organization remain in the community to continue the efforts initiated by the project.

PROJECT APPLICATION

The project application details the specific problem the project

will address in the low-income community, provides a set of

goals and objectives for the overall project, and includes a

project plan that describes the activities the member will

undertake.

The project application serves as an important assessment and

recruitment tool. The performance measures portion of the

application is the basis of subsequent Project Progress

Reports, which are used by AmeriCorps staff to monitor the

achievement of project goals. The assignment description

portion of the application is used to recruit and assign

members and to summarize their required duties and skills.

SUPERVISING MEMBERS

The sponsoring organization designates a supervisor to oversee the project and the

efforts of members at each site. Your supervisor provides day-to-day direction and

guides your service as a member. You do not, however, have an employment

relationship with the sponsoring organization. You are a member and are accountable

to the AmeriCorps VISTA program. You are, nonetheless, required to act in a

professional manner and conduct yourself with utmost decorum in accordance with

the sponsoring organization's workplace policies and procedures.

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It is not uncommon for supervisors to

have significant job responsibilities other

than those related to AmeriCorps

VISTA. Their supervision is needed to

result in a successful project and

member experience. It is critical that you

and your supervisor are clear regarding

oversight, communication, and operating

expectations. The opportune time to

address this issue is at the beginning of

your service year during On-Site

Orientation and Training.

In preparing to support you in your role as a member, your supervisor should consider

all aspects of your assignment, including:

• Your day-to-day tasks on the project

• The relationship of your tasks to the work of the sponsoring organization's staff

members

• The sponsoring organization staff 's understanding of your role

• The target community's expectations of you and for the project

• The resources, facilities (e.g., reasonable accommodations for persons with

disabilities), and supplies needed for your assignment

Your duties cannot supplant or displace those of paid staff or existing volunteers.

Your role as a member in the project should be made clear to community members

and sponsoring organization staff well before your arrival. Much of your supervisor's

role is to anticipate your needs and reactions, as well as those with whom you come in

contact while working on the project.

Your supervisor is responsible for structuring assignments so that your health and

safety are not jeopardized during your service.

Chapter 4: Training for Members

TRAINING FOR MEMBERS

AmeriCorps VISTA training encompasses a range of activities and resources offered

by AmeriCorps and your sponsoring organization throughout your term of service and

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includes professional development opportunities you seek out for yourself.

AmeriCorps VISTA training encompasses a range of activities and resources offered

by AmeriCorps and your sponsoring organization throughout your term of service and

includes professional development opportunities you seek

out for yourself. During training, starting with VISTA

Member Orientation (VMO), you will be challenged to take

an active role in the process. The training experience is an

opportunity for you to explore issues surrounding poverty,

your community, and AmeriCorps VISTA programming;

build community among your fellow members as well as

with your sponsor; and to develop your professional and life

skills.

Once at your site and in the community, you will need to

continue to improve your skills, including your knowledge

of national and local resources and your understanding of

the attitudes that contribute to or inhibit effective working relationships. The training

required may be as formal as workshop sessions organized by sponsoring

organizations or webinars offered by the AmeriCorps VISTA training team or as

informal as self-initiated study at the local library. Training is a continuous process of

capacity development and enhancement for an assignment in which you are required

to provide much of the initiative and make many of the decisions.

VISTA MEMBER ORIENTATION

VISTA Member Orientation (VMO) is the first formal stage in your learning process

about the AmeriCorps VISTA program. VMO incorporates self-directed online

tutorials, facilitated webinars, onsite training (designed and implemented by the

sponsor), and online tutorials to support your learning on site and in the community.

To fully participate in and complete the VMO, it is recommended that you have a

high-school equivalence of English language proficiency, the ability to communicate

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verbally (speaking and hearing), access to a computer (laptop or desktop computer)

with reliable internet connection, telephone service (VOIP, landline or cell phone

service), and basic proficiency and comfort with computer-based, distance learning.

AmeriCorps is committed to the full inclusion of all qualified applicants. If you

require reasonable accommodation or assistance to participate in VMO, please contact

your Field Office.

VMO begins with a series of self-directed online tutorials that introduce you to the

AmeriCorps VISTA program, the benefits of serving, and the terms and conditions of

service.

The orientation provides a basic knowledge and understanding of the following:

• Mission and structure of AmeriCorps

• Philosophy and goals of the AmeriCorps VISTA program

• AmeriCorps VISTA legal and administrative requirements

• Terms, conditions, and benefits of your service

You are expected to attend all VMO sessions and to act in a professional manner at all

times. Failure to attend sessions, to successfully complete assignments, and/or to

behave appropriately, as determined by AmeriCorps staff, may result in deselection or

termination from the AmeriCorps VISTA program.

In VMO, you take the Oath of Service on the first day of your service term, during the

first webinar session. Issues of suitability for service are addressed over the initial

weeks of service and throughout the service year.

ON-SITE ORIENTATION AND TRAINING

On-Site Orientation and Training (OSOT) is an extension of VMO. It takes place

immediately after you report to your project site. Your sponsoring organization

conducts the orientation, building on concepts presented during VMO. OSOT may

continue for an extended period because it involves introducing you to the sponsoring

organization, the local community, and your role within the community. OSOT plans

are developed by the sponsoring organization and reviewed and approved by the

AmeriCorps Field Office.

The objectives of OSOT are to provide a basic knowledge and understanding of the

following:

• Background, purpose, and structure of the sponsoring organization

• Roles and responsibilities for you and other members within the organization

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• Roles and responsibilities of your supervisor that are related to AmeriCorps

VISTA

• Job responsibilities of your supervisor other than those associated with

AmeriCorps VISTA

• Schedules in order to establish regular meeting times between you and your

supervisor as well as other staff members

• Personnel and attendance policies of the sponsoring organization, including use

of equipment such as computers and the Internet

• Specific member assignments and skills needed to accomplish tasks

• Professional development resources available to you

• Evaluation of the project’s progress by the sponsoring organization

• Background of the local community and identification of community leaders

• Nature of the low-income population served by the project

• Potential resources that can be applied to achieve project goals

Moreover, following VMO, any topics that need to be discussed in greater depth, are

addressed in the OSOT.

ONGOING MEMBER TRAINING AND DEVELOPMENT

Ongoing member training and development refers to learning opportunities that occur

after VMO and OSOT that develop knowledge and skills needed to perform your

assignment. These opportunities take place throughout your service: Early on, such

experience develops the knowledge and skills identified by you and your supervisor;

later in service, the training may relate to your VAD, or life as a member, or poverty

and national socio-economic issues.

The principles of member training and development are that the learning:

1. Be timely and appropriate to your needs

2. Develop skills required of you in your VAD or in your service as an

AmeriCorps member in VISTA

3. Be an appropriate use of resources, including money and time

Learning opportunities may be a course, conference, webinar, or professional

development activity (such as shadowing a colleague) that meets your professional

development needs. Topics may include but are not limited to fundraising, volunteer

mobilization, grassroots leadership, group dynamics, media relations, project

sustainability, and specific training in program issue areas. Training topics also

include living on the living allowance and writing a resume based on your service.

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Mentoring or coaching provided by your supervisor, through weekly meetings during

the service year, are also important components of your professional development.

Ongoing member training and development is designed to improve program quality

and support networking among the members, sponsoring organization staff, and

individuals that are engaged in similar activities. You and your supervisor should

identify your professional development needs. The training may be conducted by the

sponsoring organization, AmeriCorps VISTA headquarters, the AmeriCorps Field

Office, an intermediary organization, or a partnership among some or all of these

entities.

ONLINE RESOURCES

Several websites provide information related to AmeriCorps VISTA and AmeriCorps

including:

The VISTA Campus: https://learn.americorps.gov

The VISTA Campus is a comprehensive online learning center for the AmeriCorps

VISTA community. For members, the Campus is the starting point for orientation and

information about the service year, as well as a place for ongoing learning to inform

your AmeriCorps service experience.

The Campus contains material to help

members understand the AmeriCorps

VISTA program and the unique role

members play in the organizations and

communities where they serve; learn how

to adapt successfully to life as a member;

understand how to carry out their service

assignments; and successfully transition to

“life after AmeriCorps.”

The Campus includes online forums that allow members to exchange ideas and

resources related to all aspects of AmeriCorps VISTA life and service. Members use

the forums to raise issues, get answers, and offer support to each other.

The VISTA Campus also serves as an online resource for leaders, alumni, and

supervisors in key aspects of member service and project management.

www.americorps.gov

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This official website of the AmeriCorps provides information to help the public

understand AmeriCorps' mission. It includes information on all AmeriCorps

programs, legislative updates, program directories, forms, and press releases.

This website also includes information regarding “Employers of National Service”

and educational institutions that actively recruit AmeriCorps alumni and offer

incentives for attendance at their institutions.

Employers of National Service connects AmeriCorps and Peace Corps alumni with

employers from the private, public, and nonprofit sectors. Through this initiative,

employers have increased access to a dedicated, highly qualified, and mission-

oriented pool of potential employees, and national service alumni have additional

opportunities to apply their skills in the workplace.

Chapter 5: Financial Support

FINANCIAL SUPPORT

AmeriCorps provides a living allowance to you to cover the cost of food, housing, and

other basic necessities during service. Amounts are low because you are expected to

live at approximately the same economic level as the people you are serving.

AmeriCorps assumes no financial responsibility for a member other than the

allowances and benefits provided to a member as discussed in this handbook or as

determined by AmeriCorps. Similarly, AmeriCorps assumes no financial

responsibility for a member's spouse or dependent children.

LIVING ALLOWANCE

Upon starting service as an AmeriCorps member, you will begin receiving a living

allowance. AmeriCorps determines the living allowance rate, which varies according

to the local cost of living in the area where you serve (see VISTA Living Allowance

Rates by County for more information about the living allowance rate in the area

where you serve). Each year, AmeriCorps VISTA conducts an analysis of the living

allowance rates to ensure compliance with our governing legislation, the Domestic

Volunteer Service Act of 1973, as amended (DVSA). The review consists of

comparing poverty rates with the cost of housing in each county where our members

and leaders serve.

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Member living allowances are computed on a daily rate and paid every 14 days.

Payments to members are made via direct deposit. See the Living Allowance Calendar

and Statement Information for direct deposit dates. It is essential that you enter your

direct deposit information correctly before starting service. Failure to do so will result

in at least a two week delay in receiving your living allowance.

Federal income tax deductions are withheld from the living allowance. No state,

county, or city tax deductions are withheld. However, you are responsible for paying

those taxes, as appropriate.

Members are not eligible to receive unemployment compensation for their service.

(See Chapter 15 for information on income exclusion of benefits under federal, state,

and local assistance programs.)

END-OF-SERVICE BENEFIT

Prior to VISTA Member Orientation, you will elect to receive either the end-of-

service stipend or the Segal AmeriCorps Education Award. Members may only

receive one of these benefits.

END-OF-SERVICE STIPEND

The end-of-service cash stipend is awarded to members who successfully complete 12

months of service. Members generally do not receive a stipend if they do not complete

12 months of service. However, if a member's service ends early for a compelling

personal circumstance, the member may receive a prorated stipend (see the Prorated

Stipend section below).

The end-of-service stipend accrues at the daily rate. See chart below for rates.

Members

$4.94/day

Leaders

$8.22/day

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Members who extend their service term receive a stipend at the appropriate daily rate

for the extension period. The end-of-service stipend is the only end-of-service benefit

available during an extension

period. Federal income tax and

FICA (Social Security and

Medicare) deductions are

withheld from the stipend at the

time of payment.

Members electing to receive the

end-of-service stipend at the end

of their service year receive $400

of their accrued stipend (minus federal income tax and FICA deductions) in the living

allowance payment for the next-to-the-last pay period of their service year. The

remaining stipend balance is disbursed in the last pay period of their term of service.

Members extending service receive the end-of-service stipend for their extension

period in the final pay period of the extension period. If a member reenrolls and

elects the stipend as their post-service benefit, a stipend (if elected for the first year) is

disbursed as outlined above, and another stipend accrues during the second term.

PRORATED END-OF-SERVICE STIPEND

In rare circumstances, members who leave service early for a compelling personal

circumstance and who elected to receive an end-of-service stipend, may qualify for a

prorated stipend. You may be eligible for a prorated end-of-service stipend if you

have completed at least 15 percent (55 days) of your required service term and leave

service early because of a compelling personal circumstance. A detailed discussion of

situations that constitute a compelling personal circumstance and other extenuating

circumstances that qualify for such a prorated end-of-service stipend, is presented in

Chapter 13: Administrative Policies, under the section called Early Termination of a

VISTA Member for a Compelling Personal Circumstance. Because the end-of-service

stipend accrues at a daily rate, a prorated end-of-service stipend is based on the

number of days served.

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SEGAL AMERICORPS EDUCATION AWARD

The Segal AmeriCorps Education Award (education award) is a post service benefit

that is used to pay for education costs at eligible institutions of higher education, for

educational training, or to repay eligible student loans. The education award for a year

of full-time service equals the maximum Pell Grant level during the fiscal year in

which a member begins service. Members can use the education award in full or in

part and can take up to seven years after a term of service has ended to use the award.

Before VISTA Member Orientation, members select an end-of-service benefit in

my.americorps.gov. Members have the option to choose either the end-of service

stipend, as discussed above, or the Segal AmeriCorps Education Award. Members

cannot choose both. If a member selects the education award and passes away during

service, AmeriCorps will consider the election of the education award rescinded and

the member’s designated beneficiary or estate will receive a prorated end-of-service

stipend. (See Chapter 6 for a complete discussion of the Segal AmeriCorps Education

Award. Refer to the VISTA Campus at https://learn.americorps.gov for tips on using

the award effectively.) Additional information about the Segal AmeriCorps

Education Award is available here: https://americorps.gov/members-volunteers/segal-

americorps-education-award.

PRORATED SEGAL AMERICORPS EDUCATION AWARD

In rare circumstances, members who leave service early for a compelling personal

circumstance and who elected to receive a Segal AmeriCorps Education Award may

qualify for a prorated education award. A detailed discussion of the reasons members

may qualify for a prorated education award is in Chapter 6: Education Benefits, under

the section called If You Elect the Segal AmeriCorps Education Award.

CHANGING YOUR END-OF-SERVICE BENEFIT SELECTION

At any time prior to the end of the 10th month of service, members who initially elect

the Segal AmeriCorps Education Award can change their decision and elect the end-

of-service stipend. To do so, you must click on the ‘Edit End-of-service Option’ link

on your my.americorps.gov member home page and select the stipend as the end-of-

service benefit. You must make this change before the end of your 10th month of

service. AmeriCorps does not send a reminder to do this. After making this change,

you cannot make any further changes. (See Chapter 6 for a complete discussion of the

Segal AmeriCorps Education Award.)

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However, members who elect the end-of service stipend cannot, at any time, switch to

the Segal AmeriCorps Education Award.

(See Chapter 6 for information on

education benefits.)

Members who reenroll have the option to

select either the end-of-service stipend or

education award for their additional year

of service. Members may earn up to the

aggregate value of two full education

awards.

SETTLING-IN ALLOWANCE

Members serving a 12-month term and moving 50 miles or more from their home of

record to their project site are eligible to receive a settling-in allowance of $750. This

allowance is intended to help cover initial moving expenses (security deposit, utility

deposit, etc.). The settling-in allowance is subject to federal income tax deduction, and

it is disbursed in the first living allowance payment.

EMERGENCY EXPENSE ALLOWANCE

The director of the VISTA Member Support Unit may authorize a one-time expense

allowance to cover extraordinary costs, such as reimbursement for theft, fire loss, or

special clothing necessitated by severe climate. This allowance is not intended to

supplement the living expenses of members. The sponsoring organization can assist

members in requesting an Emergency Expense Allowance through the VISTA

Member Support Unit.

Members, leaders, and candidates are responsible for safeguarding their personal

property. Neither AmeriCorps nor the AmeriCorps VISTA program is an insurer of

personal property or cash and does not replace or reimburse for the loss of personal

property or cash. Emergency funds are also not appropriate to use for costs associated

with car accidents, routine car maintenance or repair. Expense allowances are paid

directly to the member by AmeriCorps.

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HOW DO MEMBERS GET PAID?

DIRECT DEPOSIT

Members are required to have the biweekly living allowance sent via electronic funds

transfer or direct deposit. The U.S. Treasury requires federal payments to be made by

direct deposit, except when this form of payment would cause unusual hardship on the

payee.

To set up direct deposit, members must complete the direct deposit form under ‘My

Living Allowance’ in my.americorps.gov. Members need their bank account number

and their bank’s routing number. Members should contact their banking institution

with questions.

Members must be certain to enter direct deposit information correctly before

beginning service. Failure to do so will result in at least a two-week delay in receiving

the living allowance payment.

Please note that direct deposit information is not located on ATM or credit cards.

Members that do not currently have a bank account may open an Electronic Transfer

Account for a nominal monthly fee. To learn more, visit www.eta-find.gov.

Members are responsible for updating direct deposit information under ‘My Living

Allowance’ in my.americorps.gov any time a bank or account number is changed or

closed. Review this short video about member direct deposit.

All regular biweekly living allowances, as well as any other taxable allowances, are

recorded on the member’s earnings statement. Earnings statements can be viewed

on my.americorps.gov under ‘My Living Allowance.’ A member Living Allowance

Calendar and Statement Information are available here on the AmeriCorps website.

Members assigned to sponsors supported by program grants receive the living

allowance payment directly from the sponsoring organization (not AmeriCorps) and

may obtain earnings statements directly from the sponsoring organization.

PAPER CHECK PAYMENT (EXCEPTION ONLY)

If a member believes that receiving living allowance payments electronically will

cause undue hardship, the member may waive direct deposit

through my.americorps.gov homepage under 'my Living Allowance'. The member

must click 'Waive direct deposit' and provide a justification.

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If a member chooses to receive a paper check for hardship reasons, AmeriCorps mails

the checks directly to the sponsoring organization.

The sponsoring organization's address is

listed in the 'My Living Allowance' section

on each

member’s my.americorps.gov homepage.

If the project address is incorrect, the

member should contact the appropriate

AmeriCorps Field Office. Members can

view earnings statements on

the my.americorps.gov homepage under

'My Living Allowance'.

Checks mistakenly sent to the sponsoring organization for members who have

terminated early or who are no longer on the project must be returned immediately to

the U.S. Treasury, and the AmeriCorps Field Office should be notified right away.

AmeriCorps regards the sponsoring organization as the responsible agent for

distributing members' checks. Members' check envelopes must not be opened by any

sponsoring organization personnel.

Allowances not subject to federal income or Social Security taxes are paid directly by

AmeriCorps and are not reflected in the earnings statement. The member receives an

explanation of any payment along with the check. Such checks usually cover travel

and per diem expenses.

LOST CHECK

If a member does not receive a check, the member should confer with the supervisor

and wait at least five days to make sure the check has not been misplaced or is a few

days late. If the supervisor determines the check is lost or stolen after a five-day wait,

the member should notify the VISTA Member Support Unit by calling the National

Service Hotline at 1-800-942-2677. The use of electronic funds transfer (direct

deposit) eliminates this problem.

The VISTA Member Support Unit will notify AmeriCorps Headquarters Payroll

Office of the loss and arrange for another check to be sent. This process can take up to

six weeks. If the member eventually receives the lost check, the member should not

cash it. The member should instead immediately return the check to the U.S.

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Treasury. Failure to return a lost check results in an overpayment. See "Recovery of

Overpayment" in Chapter 5 for the procedure used to collect these funds.

TAXES: OBLIGATIONS, WITHHOLDINGS, AND CREDITS

Members pay taxes. All AmeriCorps VISTA allowances, except service related travel

payments (discussed in Chapter 7: Travel and Transportation Support) and emergency

expense allowances, are subject to federal and state income taxes.

FEDERAL TAXES

AmeriCorps withholds federal income tax from the regular biweekly allowance

payment. While the biweekly allowance payment does not constitute wages for work,

it does constitute federally taxable income. Members must complete a W-4 form

in my.americorps.gov on the member homepage under ‘My Living Allowance’ to

determine the amount of income tax that should be withheld. A member may claim

exempt status on the W-4 form if the member believes they are exempt from having

federal income tax withheld. The W-4 form explains the eligibility requirements for

tax-exempt status. Exemption from income tax withholding expires February 15 of the

following year. Members wishing to renew this status for the new year must complete

a new W-4. If a member does not re-file for this exemption, Federal taxes will be

withheld beginning in the next pay period. See IRS Publication 505 for more

information about W-4s and withholdings.

STATE, COUNTY, AND MUNICIPAL TAXES

AmeriCorps does not withhold any state, county, or city income tax from the living

allowance; however, members are still responsible for all taxes. Saving a portion of

the living allowance each month is a wise way to accrue funds needed for state and

local income taxes. Members should contact the state and local government tax

offices in the state in which they serve and/or where they maintain a permanent

residence to help determine the amount of funds needed to pay taxes.

SOCIAL SECURITY AND MEDICARE

FICA (Social Security and Medicare) is withheld from the end-of-service stipend and

submitted to the Internal Revenue Service at the time the stipend is paid to the

member. The total stipend the member receives may be counted under Social Security

regulations toward credits of coverage. The term “coverage” refers to the

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accumulation of 40 credits (ten years) necessary for an individual to receive Social

Security benefits at retirement. The amounts required for credits of coverage are

adjusted annually by the Social Security Administration. Members seeking to obtain

“coverage” should contact a local Social Security office to determine if the stipend

amount is sufficient to be applied.

FICA is not withheld from the living allowance.

W-2 FORM-STATEMENT OF EARNINGS AND TAXES WITHHELD

AmeriCorps will mail a W-2 form to each member by January 31 of each year

showing the amount of earnings and the amount of federal taxes withheld for the

preceding calendar year. AmeriCorps will also post an electronic copy of the W-2

form under ‘My Tax Statements’ on my.americorps.gov. If the W-2 form has not

arrived by February 15, members should notify the VISTA Member Support Unit via

the National Service Hotline at 800-942-2677. Members should also update any

changes to permanent and mailing addresses in my.americorps.gov as soon as possible

to ensure the W-2 is sent to the correct address.

Members receiving the living allowance directly from the sponsoring organization

will also receive the W-2 form directly from the sponsoring organization. An

electronic version of the W-2 form will not be available in my.americorps.gov for

these members. These members should follow up directly with the sponsoring

organization if they have any questions about the W-2 form.

EARNED INCOME TAX CREDIT

Under the Tax Reform Act of 1986, certain families with limited income may be

eligible for earned income tax credit (EITC). Earned income tax credit is an amount

that is subtracted from taxes owed. If a member’s credit is larger than the tax owed or

if there is no tax, the member may be eligible for a refund from the Internal Revenue

Service even if income tax is not withheld from pay. EITC is based on earned income,

including AmeriCorps VISTA allowances.

The Internal Revenue Service determines an individual’s eligibility for EITC. It is not

the responsibility of AmeriCorps to verify eligibility. Members that expect to qualify

for EITC or are unsure should contact the Internal Revenue Service to verify

eligibility.

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Members who are eligible for EITC can claim the credit on their tax returns. A form

1040, 1040A, or 1040EZ must be filed to claim EITC even if no taxes are withheld

from allowances during the year.

Receipt of EITC may affect benefit levels under certain public assistance programs.

Therefore, it is advisable to check with these programs before filing for EITC.

DEDUCTIONS FROM ALLOWANCES

With a member’s written permission, AmeriCorps will make deductions from the

biweekly living allowance payment to cover court-ordered or voluntary child support

or alimony payments and court-ordered bankruptcy. IRS tax levy deductions will be

made without a member’s permission. Such deductions will be shown under “Tax and

Court Levies” on the earnings statement.

RECOVERY OF OVERPAYMENT

Overpayments to members, when they occur, are debts to the federal government and

may include travel allowance payments greater than the amount to which a member is

entitled or living allowance payments that exceed the amount to which a member is

entitled. To avoid such overpayments, members should give the sponsoring

organization and AmeriCorps a two-week notice in writing if leaving early from

service.

A member that is overpaid during the service term will be notified in writing and

given the opportunity to repay the overpaid amount.

If a member does not pay the outstanding balance in full before or shortly after

leaving service, the member must set up a payment plan with AmeriCorps. Members

may also make payments online at www.pay.gov. To make an online payment,

members should direct payments to the Corporation for National and Community

Service, or CNCS, the official name for AmeriCorps. To recover any overpayment

remaining after completion of service AmeriCorps initiates the debt collection process

if a payment plan is not in place.

Failure to repay debt owed to AmeriCorps may delay or totally preclude the receipt of

the Segal AmeriCorps Education Award.

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CHILD CARE

AmeriCorps VISTA offers childcare benefits to members who qualify. To qualify for

the VISTA childcare benefit, you must meet the following eligibility requirements:

• Your family income does not exceed the limit determined by the state in which

the childcare is provided (75% of the state's median income for a family of the

same size). This limit is different for each state and may change annually. The

total family income is used to determine your income eligibility. Your living

allowance is disregarded in determining family income.

• You do not already receive a childcare subsidy from another source for the

same child which would continue to be provided while you serve in the

program.

• You must be the parent or legal guardian of a child under age 13.

• Your child must reside with you.

GAP Solutions, Inc. (GAPSI) currently administers the childcare benefit program for

AmeriCorps VISTA, and you must apply directly to GAPSI for the childcare benefit.

You can apply online at www.americorpschildcare.com (recommended). All

downloadable forms are found under “Forms/Resources.” GAPSI can be reached at

855-886-0687 (toll-free) or via email at AmericorpsChildCare@gapsi.com if you need

assistance.

As administrator, GAPSI pays the childcare subsidy directly to your provider. GAPSI

also verifies the following:

• Your current enrollment in AmeriCorps VISTA

• Your family income, which must comply with state regulations

• Eligibility of your childcare provider to provide childcare in your state

• Your child’s attendance in childcare during the time for which the provider

submitted an invoice

• Age of the child (the member must produce evidence of the child’s birth date)

STATE BENEFIT LIMITS

Each state has different benefit limits for childcare to eligible households. The VISTA

program looks to these state limits for guidance in determining eligibility and the level

of benefit. The VISTA subsidy cannot exceed the prevailing rate in the state in which

the care is provided. The prevailing rate is determined by each state and may change

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each year. If the state’s prevailing rate is less than the amount charged by your

provider, the lower rate will be paid.

In some states, the VISTA childcare benefit is less than a benefit that you may qualify

to receive from another source. GAP Solutions, Inc. routinely advises you of superior

benefits when aware of them.

HOUSING ASSISTANCE

Sponsoring organizations are prohibited from providing direct monetary assistance to

members for housing, but they may help members with housing in several ways.

Some sponsors elect, but are not required, to provide housing subsidies directly to

landlords for rent support (see “Member Housing” in Chapter 14).

For more information and links related to your benefits, please visit the benefits of

service section of the AmeriCorps website.

MEMBER ALLOWANCES AT A GLANCE

Type of

Allowance

Amount Received and When

Purpose

Federal Taxes

Settling-In

Allowance

• $750

• For members serving a

12-month term and

relocating 50 miles or

• First living allowance

payment

One-time

payment for

settling-in

expenses

Federal taxes

withheld at time of

payment

Living Allowance

Amount varies by county

• Rate based on poverty

income for a single

individual in the area

• Paid biweekly

Housing, food,

and utilities

Federal taxes

withheld biweekly

• State and

local taxes

not

withheld—

member is

responsible

for paying

them

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• FICA

(Social

Security)

not

withheld—

member is

not

responsible

for paying

FICA

Emergency

Expense

Allowance

Discretionary allowance

varies

One-time

reimbursement

for theft, fire

loss, special

clothing

Federal taxes

are not withheld at

time of payment

End-of-Service

Stipend (Only for

those not choosing

the AmeriCorps

Education Award)

• Accrues at the rate of

$4.94 per day

• Disbursed with the last

two living allowance

payments upon

successful completion

of service

• Only end-of-service

option available for

VISTA members who

are not US citizens,

US nationals, or

lawful permanent

resident aliens

Cash

allowance at

end of service

Federal taxes and

FICA withheld at

time of payment

AmeriCorps

Education

Award (Only for

those not choosing

the end-of-service

stipend)

• Award for a year of

full-time service equal

to the maximum

Federal Pell Grant

level during the fiscal

year a member begins

service

• Disbursed

electronically for

educational expenses

• Must be a US citizen,

US national, or lawful

Payment of

student loans

and expenses

to educational

institutions

Subject to federal

taxes in the year

the award is used

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permanent resident

alien to be eligible

Chapter 6: Benefits Toward Education

EDUCATION BENEFITS

At the beginning of your service as a

member, you elect to receive the end-of-

service stipend or the Segal AmeriCorps

Education Award (education award) as

your post-service benefit. The education

award may be used to repay eligible

student loans or pay for educational costs

at eligible institutions of higher education.

By law, only members who are either: US

citizens, US nationals, or lawful permanent resident aliens (sometimes referred to as

“lawful permanent residents”) are eligible to receive an education award. Persons

legally residing in a state, but who are not US citizens, US nationals, or lawful

permanent residents, are only eligible to receive an end-of-service stipend.

Members and leaders select a post-service benefit prior to their start of service. If you

initially choose the education award, you may change your election to the stipend any

time before the end of your tenth month of service on the my.americorps.gov home

page under the “Edit End-of-Service Option.” You may not change from an end-of-

service stipend to the education award. Summer associates do not have the ability

to change their end-of-service benefit selection once selected.

IF YOU ELECT THE END-OF-SERVICE STIPEND

If you elect the end-of-service cash stipend, you may be eligible for the following

education benefits:

• Deferment of eligible student loans

• Cancellation of Federal Perkins Loans

•

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STUDENT LOAN DEFERMENT DURING SERVICE

As a general rule, members may obtain a deferment (discussed later in this chapter) of

payments on the principal of any federally guaranteed student loan for the length of

their service. For federal student loans, interest deferments and/or subsidies may also

be available. The terms and conditions of available deferments differ depending on

the type of loan, the date the loan was disbursed, and the policies of the individual

loan holder. Some older federal student loan programs allow members a categorical

deferment. Newer federal loan programs may require that you apply for an “economic

hardship” deferment.

AmeriCorps does not grant student loan deferments; loan holders grant student loan

deferments. To apply for deferment, please follow the guidance on the deferment

request form specific to your loan. You can find supporting documents often needed

to apply for deferment, such as your VISTA Currently Serving Certification letter and

recent earnings statements on your my.americorps.gov member homepage.

If your deferment request form requires signed verification of your status as a

member, send the form to the VMSU for certification:

AmeriCorps

250 E Street SW

Suite 4300, Mailroom

Washington, DC 20525

Attn: VMSU

Depending on your loan type, you may not be responsible for paying the interest that

accrues on your loan during the deferment period. Please contact the Federal Student

Aid Information Center at 800-433-3243 or visit www.studentaid.ed.gov for more

information.

POST-SERVICE CANCELLATION OF FEDERAL PERKINS LOANS

If you choose to earn an end-of service stipend, you may be eligible for cancellation

of a portion of your Federal Perkins Loan for completion of a full year of AmeriCorps

VISTA service. However, you may not receive an education award and related

interest benefits from the National Service Trust (described below) for a term of

service and have that same service credited toward repayment, discharge, or

cancellation of other student loans.

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When you elect the stipend, 15% of your total Perkins Loan obligation plus the

accrued annual interest will be canceled for the first and second years of completed

AmeriCorps VISTA service. For the third completed year of service, 20% of your

total Perkins Loan obligation plus the accrued annual interest will be cancelled.

To determine which student loans may be eligible for cancellation and to receive

forms, contact the Federal Student Aid Information Center at 800-433-3243 or

visit www.studentaid.ed.gov.

IF YOU ELECT THE SEGAL AMERICORPS EDUCATION AWARD

The Segal AmeriCorps Education Award is equal to the maximum amount of the Pell

Grant during the fiscal year in which the member begins service. The federal

government’s fiscal year is October 1 – September 30. The amount of the Pell Grant

can change each year. Hence, the full education award can change to match future

changes to the Pell Grant amount.

The education award’s association with the Pell Grant means members will receive

awards of different monetary values depending on when they begin service. For award

amount, limitations, and eligibility rules, please visit https://americorps.gov/members-

volunteers/segal-americorps-education-award.

Three types of education benefits are available to members who choose the Segal

AmeriCorps Education Award:

• A post-service education award in the form of a voucher (not cash) that can be

used to pay for higher education (degree or non-degree) or to repay eligible

student loans

• A postponement of payments on qualified student loans during the time served

in AmeriCorps VISTA (called a forbearance)

• A payment of up to 100% of the accrued interest

OVERVIEW OF SEGAL AMERICORPS EDUCATION AWARD

You may earn up to the aggregate value of two full-time education awards in your

lifetime.

An education award can be used in the following ways:

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• To repay qualified student loans (loans in the student’s name that are backed by

the federal government or made by a state agency)

• To pay for all or part of the cost of attending an eligible institution of higher

education

Unlike AmeriCorps State and National grant programs, AmeriCorps members serving

in VISTA do not have the option to transfer their Education Award to a family

member.

For more information, see the Education Award tutorial and

visit https://americorps.gov/members-volunteers/segal-americorps-education-award.

NATIONAL SERVICE TRUST

The National Service Trust is an account in the U.S. Treasury from which

AmeriCorps makes payments to education and financial institutions on behalf of

AmeriCorps participants who have successfully completed a term of service in an

approved national service position. The Office of the National Service Trust,

frequently referred to as the Trust, is the department within AmeriCorps that manages

all functions related to the education award. (See the end of this chapter for resource

information provided by the Trust.)

EDUCATION AWARD AMOUNT

The Segal AmeriCorps Education Award amount is tied to the maximum amount of

the Federal Pell Grant. The maximum amount of the Pell Grant can change each year.

Hence, the full education award can change to match future changes to the Pell Grant

amount.

Occasionally, part-time, reduced part-time, and other special programs are offered (for

example, a summer associate program) that include a “less than full year” award. This

award is reduced proportionally to reflect the length of the program. Such education

awards count towards the aggregate value of two awards an individual may be eligible

to receive.

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HOW TO QUALIFY

As a member, you are eligible to receive a full education award from the National

Service Trust if:

1. You successfully complete a term of service in an approved national service

position; and

2. You are a citizen, national, or lawful permanent resident alien of the United

States.

Your election is made when you complete the End-of-Service Benefit selection on

your my.americorps.gov member homepage at the beginning of each term of

AmeriCorps VISTA service and indicate whether you want to receive an education

award or an end-of-service stipend. If you elect the stipend benefit at the beginning of

your service, you may not change your mind and elect the education award. However,

you can change your initial election of the education award to the stipend at any time

before the end of the tenth month of service.

RESTRICTIONS AND LIMITATIONS

Number of Awards

While you, as a member, may be eligible to serve up to five years as a VISTA

member, you can only receive the value of two education awards. For any additional

terms served after you have earned two full education awards, you may select the end-

of-service cash stipend as the end-of-service benefit. If you serve less than full-year

terms in the VISTA program, you may be able to earn additional pro-rated awards

(not to exceed the aggregate value of two full awards). Alternatively, you may also

elect to receive a $0 (zero) value education award; doing such could result in the

accrual of interest benefits and qualify you for loan deferment.

Time Limit on Use of Education Award

You must use each education award within seven (7) years after the date you complete

your term of service. You can apply for an extension if:

• You were unavoidably prevented from using the education award during the

seven-year use period for reasons such as:

o Serious illness or disability experienced by you

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o Death or serious illness or disability of someone in your immediate

family (mother, father, sibling, spouse, domestic partner, child,

grandparent, grandchild)

o Important service records maintained by the program were destroyed or

are inaccessible

• You successfully completed a subsequent term of service in another approved

AmeriCorps position that fell within the seven-year use period of your first

education award

• You served in Peace Corps or in the military for a period of time that fell within

the education award’s seven-year use period

Requests for extensions are submitted via my.americorps.gov and must be submitted

before the Education Award expires.

Ineligibility for Controlled Substance Conviction

A member who is convicted under federal or state law of the possession or sale of a

controlled substance is not eligible to use the education award from the date of the

conviction until the end of a specified time period based on the type of conviction. To

learn more about how convictions for the possession or sale of controlled substances

affect an education award recipient's ability to use that award, review 45 CFR

§2526.30. You may also contact the National Service Hotline, toll free at 800-942-

2677, and ask to speak with someone at the Trust.

PRORATED SEGAL AMERICORPS EDUCATION AWARD

In rare circumstances, members who leave service early for a compelling personal

circumstance and who have elected to receive an end-of-service Segal AmeriCorps

Education Award may qualify for a prorated education award.

A detailed discussion of situations that constitute a compelling personal circumstance

and other extenuating circumstances that qualify for such a prorated award is

presented in Chapter 12: Administrative Policies, under the section called Early

Termination of a VISTA Member for a Compelling Personal Circumstance.

If you leave AmeriCorps VISTA service for a compelling personal circumstance (or

for a public policy reason) discussed in Chapter 12, and you have completed at least

fifteen percent of the required term of service, you may be eligible for a prorated

portion of the education award that corresponds to the portion of your term served.

For example, if you began a term of service on or after October 1, 2018, and served

48 | P a g e

219 calendar days (which is 3/5 of a service year), you would earn an education award

of $3,657 ($3,657 = 3/5 of $6,095).

Members must complete at least fifteen percent of the required term of service in

order to be eligible for a prorated end-of-service benefit (55 days for full year

members; nine, ten, or eleven days for summer associates). Such education awards

count toward the aggregate value of two awards that an individual may be eligible to

receive during his or her lifetime.

Early Departure for another AmeriCorps Program

If you are accepted into another AmeriCorps program and are required to begin

training or service in the other program prior to the conclusion of your AmeriCorps

VISTA service, you are also eligible for a prorated education award, provided you

served at least 335 calendar days in AmeriCorps VISTA.

QUALIFIED LOANS

You can use your education award to repay qualified student loans you have or may

acquire. Generally speaking, a "qualified student loan" is any federally backed student

loan that is in the VISTA member or alumni's name. The Trust's legislation has been

modified to include loans made directly to members by state agencies, such as the

Alaska Commission on Postsecondary Education or a state university or college. This

adjustment is subject to change each year with AmeriCorps’ appropriation statute.

Please contact the VMSU with questions about state agency loans. AmeriCorps

cannot authorize payment of nonqualified loans.

If you do not know if your loans are

qualified, ask your lenders. Otherwise, you

may earn an education award and be

unable to use it for the purposes you

require. There should also be a citation on

the loan papers, referring to Title IV of the

Higher Education Act, Title VII or VIII of

the Public Health Services Act, or the

Alaska Commission on Postsecondary

Education.

There may be student loan programs offered by schools that are not qualified.

Members must be sure to ask their loan holders to see if the loans are qualified using

the definition in the Trust's legislation. They should get written confirmation if there

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is any question. A loan program that pays off previous qualified education loans and

creates a new loan for the purpose of offering a single payment option, such as credit

card consolidation, is not a qualified loan. Your education award cannot be used to

repay this type of loan. There is a federal consolidation loan, however, specifically for

this purpose that is a qualified Title IV loan. Members who want to consolidate

qualified student loans need to make sure that they do it through a Title IV Federal

Consolidation Loan if they want to use their Education Award to repay it or have the

interest paid on it. If consolidation occurs after service, you will not be eligible for an

interest accrual payment.

INSTITUTIONS MATCHING THE EDUCATION AWARD

Many institutions offer to match the Segal AmeriCorps Education Award or make

other financial aid benefits, such as scholarships, tuition waivers, and in-state tuition,

available to AmeriCorps alumni. Attending one of these institutions can increase the

value of your education award. To view the list of institutions that offer these benefits,

go to https://americorps.gov/partner/partnerships/schools-national-service-search.

If your schools of interest are not listed, ask these schools to consider matching the

Segal AmeriCorps Education Award or offering special opportunities to AmeriCorps

alumni.

ELIGIBLE INSTITUTIONS

U.S. Schools

For purposes of the education award, an "eligible institution of higher education" is

one that has a Title IV Program Participation Agreement with the U.S. Department of

Education. (Title IV refers to a section of the Higher Education Act that authorizes

student aid.) This means that the school participates in federal student aid programs

(i.e., the institution has an agreement with the U.S. Department of Education whereby

students are eligible to receive federal financial assistance to attend the school). This

assistance includes Pell Grants or one of the federal loans listed under "Common

Qualified Student Loans."

Veterans who have earned an AmeriCorps Education Award may use the award for

education, apprenticeship, and on-the-job training at institutions that have been

approved for educational benefits under the Montgomery G.I. Bill (referred to as G.I.-

approved schools).

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A school may be fully accredited and offer quality graduate degrees, but unless the

school is G.I.- approved or participates with the U.S. Department of Education in Title

IV financial assistance, the education award, by law, cannot be used there. You should

make sure the school you wish to attend, or the student loan you expect to repay to an

existing school, is qualified before you select the education award.

It is not possible to determine whether a school is Title IV merely by the name of the

school. Most two- and four-year institutions in the United States are Title IV schools.

Thousands of technical and trade schools are Title IV as well. Art schools, beauty

schools, and truck driving schools may be Title IV. To become a Title IV school, an

institution has to meet certain requirements and obtain a Title IV Program

Participation Agreement with the U.S. Department of Education. Many of the Title IV

schools are also G.I.-approved.

To Find Out If a School Is Eligible

• Ask the financial aid office if the school is a Title IV institution.

• Learn if students who attend the school are eligible to use Pell Grants, Perkins

Loans, or Stafford Loans to attend the school. If students are eligible for these

loans, it is a Title IV school. These loans are examples of some of the most

common types of Title IV assistance.

• Call the toll-free number at the U.S. Department of Education's Federal Student

Aid Information Center between 9:00 a.m. and 8:00 p.m. (Eastern Standard

Time), Monday through Friday. That number is 800-433-3243. You also can

conduct an online search at the Department of Education's Web site

at www.fafsa.ed.gov.

• If you are a veteran and can't find what you are looking for in a Title IV school,

check the Web Enabled Approval Management System (WEAMS).

Foreign Schools

The education award may be used to attend many schools outside the United States.

You should always check to see if the school qualifies before enrolling if you intend

to use the education award to pay for school.

If the school outside the United States participates in the U.S. Department of

Education's Direct Lending Program, the Segal AmeriCorps Education Award can be

used there. You can find out if a particular school participates by calling the

Department of Education at 800-433-3243. Individuals who use this number should

ask if the school participates in the Direct Lending Program. The caller should have

the name and location of the school before making the call. This number is not for

51 | P a g e

questions concerning using the education award; it is to see if a foreign school

participates in the Federal Family Education Loan (FFEL) program.

Another way to approach attending schools overseas is to obtain a qualified student

loan to attend the foreign school and use the education award to repay the loan. The

loan would be paid like any other qualified student loan.

Also, many Title IV post-secondary institutions in the United States offer educational

opportunities abroad. As long as the member is considered by the qualified U.S.

school to be a student at the school and the payment goes to the U.S. school, this is an

allowable use of the education award.

QUALIFIED EXPENSES TO ATTEND SCHOOL

The Segal AmeriCorps Education Award can be used to pay the portion of a member's

cost of attendance that is not covered by other sources of financial aid, such as

scholarships, loans, grants, and tuition or fee waivers. The U.S. Department of

Education developed the term "cost of attendance" for use by Title IV schools.

Schools use it whenever a student applies for federal financial assistance. It is the

school's estimate of what it will cost for a student to attend for a specific period of

time.

For a full-time student, qualified expenses must be attributable to a course at the

certifying institution and can include tuition and fees, an allowance for books, room

and board, transportation, and other expenses. It is important to note that every Title

IV school determines the cost of attendance for its students. This is not an amount

determined by the member or by the Trust in AmeriCorps. The cost of attendance

should be used by the school to calculate the amount for which the student is eligible

to use the education award.

The Segal AmeriCorps Education Award can be used for that portion of the cost of

attendance that has not already been covered by other sources of financial assistance.

The cost of a computer may be included in the cost of attendance. The school's

financial aid office will know if that particular school includes computers in the cost

of attendance. Students should be able to learn the cost of attendance from the

financial aid office before submitting their payment request.

If you are a veteran, courses and training programs eligible for payment through the

Montgomery GI-Bill are eligible for AmeriCorps Education Award payments. The

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institution or training establishment will have a VA-approved Certifying Official who

will determine the eligible expenses.

BOOKSTORES AND THE EDUCATION AWARD

The law requires that the Segal AmeriCorps Education Award be designated to an

eligible school (and holders of qualified loans). The Trust requires you to

communicate with the financial aid office of the eligible school you wish to attend

regarding disbursement of the education award for bookstore purposes. The financial

aid office monitors financial assistance received by students and is able to determine

how much of a student's award the member is eligible to use and whether a student's

cost of attendance has been met by other sources. The financial aid office can legally

represent the school in verifying that certain requirements are met. A bookstore

cannot do this.

To avoid a series of small payments to a bookstore throughout the semester, the

member should consult the financial aid office for the calculated budget figure for

books and supplies for the term and request that amount as a lump sum.

LOAN POSTPONEMENT AND INTEREST PAYMENT

FORBEARANCE OR DEFERMENT?

National service is only one of several circumstances that allow borrowers to postpone

the repayment of their qualified student loans. Other situations include being a

student, serving in the military, being unemployed, teaching in specific high-need

areas, or working as a volunteer with a nonprofit organization. Some of these

postponements are called deferments, and some are called forbearances.

Deferment is a postponement of repayment of your student loan for the length of your

AmeriCorps VISTA service.

• For Federal Perkins Loans, subsidized Stafford Loans under the Federal Family

Education Loan (FFEL) program, and subsidized Direct Stafford Loans, you do

not have to pay principal or interest during deferment.

• For unsubsidized FFEL Stafford Loans, unsubsidized Direct Stafford Loans,

FFEL PLUS Loans, and Direct PLUS Loans, you can postpone paying

principal, but you are responsible for the interest.

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If you are not eligible for a deferment, a forbearance permits you to postpone or

reduce payments for the length of your service. Unlike deferment, for which the

federal government pays the interest for you, interest continues to accumulate for loan

forbearance. If you do not pay the interest as it accrues, it will be capitalized.

Special requirements and conditions are associated with each deferment and

forbearance, depending on the type of loan and when it was made. These special

conditions may include time limitations and quarterly interest payments.

Members who are earning an education award may be eligible for loan forbearance or

deferment based on the fact they are earning an education award or based on one of

the other circumstances described above. There are several advantages for obtaining

forbearance based on national service versus another type of forbearance. Forbearance

based on national service does not count against the time limit associated with other

types of postponements. Interest payments are not required during the term of national

service, even on a quarterly basis. The National Service Trust, however, only pays the

accrued interest for the terms of service for which you elected the education award.

Remember that any accrued interest paid on behalf of a member is subject to income

taxes.

If members wish to learn more about other types of postponements for which they

might be eligible, they should review their promissory note or contact their loan

holder or the U.S. Department of Education.

LOAN FORBEARANCE

Members who earn an education award are eligible for a type of student loan

postponement called forbearance. You may be eligible to postpone the repayment of

your qualified student loans while serving in AmeriCorps VISTA.

During forbearance based on national service, interest continues to accrue. If you

successfully complete your term of service and earn an education award, the Trust

pays all or a portion of the interest that accrued on your qualified student loan during

this period. This accrued interest paid by the Trust, like the education award, is

subject to income taxes.

To place a loan in forbearance, you need to request it from the loan holder. Only the

loan holder has the authority to grant forbearance. In the forbearance process, the

National Service Trust merely verifies that you serve in an approved national service

position. If the loans are in default, the loan holder is not required to place the loans in

54 | P a g e

forbearance. There may be ways, however, to bring a loan out of default to make it

eligible for forbearance. Contact your lender for further information.

Process for Requesting Forbearance

You, as the borrower, must request any of the various types of postponements for

qualified student loans. This process is automated through my.americorps.gov. You

can create a forbearance request under "My Education Award" on

your my.americorps.gov homepage. Only the loan forbearance form accessible

electronically through your my.americorps.gov account may be used for a forbearance

based on your service.

Occasionally, a loan company may ask for additional information or require you to

complete one of its forms. After filling out the borrower's portion of a forbearance

request form, you should submit it to the Trust Office (the address is listed at the end

of this chapter) for verification that you serve in an approved national service position.

Be sure to make a copy for your records.

Be sure to include the loan holder's name and address and your service dates. Once

the Trust receives the request (through my.americorps.gov or the lender's form), it

certifies that you participate in AmeriCorps VISTA and then forwards the documents

to the loan holder. You can track the status of your request for forbearance and see

when it has been processed. Normally, the loan holder notifies you when forbearance

has been granted. If you have not heard from the loan company within three weeks

from the time you submitted or mailed the form to the Trust, you should call the loan

holder (most have toll-free lines) to make sure the paperwork was received and

forbearance was granted.

Perkins Loans, State Agency Loans, and Forbearances

The Segal AmeriCorps Education Award can be used for two types of qualified

student loans not currently covered by the federal laws requiring loan holders to

approve forbearance based on national service. There is currently no federal

requirement for a loan company to grant forbearance for federal Perkins Loans or

loans issued to a member by a state agency.

If a member finds that a holder of either of these two types of loans will not grant

forbearance based on national service, there may be other postponement options

available. For example, the member may be eligible for a deferment or forbearance

based on economic hardship during the service period. Members should contact their

loan holders if they wish to learn about other types of postponements for which they

may be eligible.

55 | P a g e

Because both the Perkins Loans and loans issued by a state agency are included in the

National Service Trust's legal definition of qualified student loan, alumni can use their

education awards to make payments against them.

PAYMENT OF ACCRUED INTEREST

You are eligible to have the National Service Trust pay all or a portion of the interest

that accumulates on your qualified student

loans while you are earning your education

award. These payments are made in

addition to the education award and they

are not deducted from your education

award balance. These interest payments,

however, are shown on your account

statement. To be eligible to have accrued

interest paid, the loan must have been in

forbearance or deferment during the

service period and the member must have successfully completed a term of service.

The Trust cannot pay for interest that accrued outside a member's service period. It

also cannot pay interest if the member did not earn an education award. Members who

elect the stipend are not eligible for this interest payment.

Generally, the Trust pays all interest for full-time members who complete their term

of service and a portion of the interest for members who had to end their service early

for compelling reasons and have received a prorated award. The portion that the Trust

pays is based on a formula contained in the regulations that govern the National

Service Trust.

Process for Getting Interest Paid

The Trust pays the interest when it has both of the following:

• Verification from AmeriCorps staff via the Future Plans Form that the member

has completed service and is eligible for an education award

• An AmeriCorps Interest Accrual Request Form, accurately completed by the

loan holder, that shows the total amount of interest accrued during the

member's term of service

56 | P a g e

You must initiate the process to have your interest paid in

your my.americorps.gov account. The Trust cannot make any payments on your

behalf until AmeriCorps staff verifies on your Future Plans Form that you have

completed service. Once verification occurs, a Trust account is automatically

established for you. These actions may occur only after your completion of service.

You need to make sure that your loan holder informs the Trust of the total amount of

interest that accrued during your service period. To have this interest information sent

to the Trust, you should create an Interest Accrual Request in

your my.americorps.gov account, under "My Education Award." After you certify and

submit the form, it will be forwarded to your loan holder(s). Each loan holder

completes the lender portion of the form and forwards it to the National Service Trust.

You can track the status of your request and see when a payment has been made.

TAX IMPLICATIONS

FEDERAL TAX

The Internal Revenue Service (IRS) has determined that payments from an education

award and interest payments made on behalf of a member during a particular calendar

year are considered taxable income in that year. These payments are reported to the

Internal Revenue Service if they total at least $600 in the year. By January 31, the

Trust will send you an IRS Form 1099-MISC that states the amount reported to the

Internal Revenue Service. This amount must be included as income on your tax

return. The Trust does not withhold any amount from the Segal AmeriCorps

Education Award. Payments not processed by the Trust within a given calendar year

are not included on your Form 1099-MISC even though your payment request was

submitted before the end of the year.

TAX CREDITS

As a result of the Taxpayer Relief Act of 1997, many members who use their Segal

AmeriCorps Education Awards may obtain substantial relief from federal taxes. This

relief comes in the form of the Hope Scholarship Credit and the Lifetime Learning

Credit, as well as in the form of a deduction for certain interest payments on qualified

student loans. These benefits are generally available to people who are paying

qualified tuition and related expenses to an eligible institution of higher education

either for themselves or for members of their families.

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CONTACTING THE NATIONAL SERVICE TRUST

The National Service Hotline can answer many questions about AmeriCorps

education benefits. The National Service Hotline has a toll-free number through which

customer service representatives answer general award questions or provide detailed

information about specific awards or payments. Representatives also provide

assistance for using the My AmeriCorps Online Payment System. Customer service

representatives are available Monday through Friday from 9:00 a.m. to 7:00 p.m.

(Eastern Standard Time) during January and May through September. The hours of

operation from February through April and October through December are Monday

through Thursday from 9:00 a.m. to 7:00 p.m.; the Hotline is closed on Friday during

these months. The toll-free telephone number is 800-942-2677. Questions may also be

submitted at the National Service Hotline's Ask a Question page, or to:

National Service Trust

AmeriCorps

250 E St., SW

Washington, DC 20525

GRADUATE RECORD EXAMINATION FEE REDUCTION PROGRAM

The Educational Testing Service, which administers the GRE (Graduate Record

Examination), makes available to colleges and universities a limited supply of GRE

Fee Reduction Certificates. The decision to issue the Fee Reduction Certification is up

to the college or university to which you apply. To apply for a GRE Fee Reduction

Certificate, contact the financial aid office of the educational institution that interests

you to see if you qualify. Be sure to tell them about your experience serving as an

AmeriCorps member. To learn more about the GRE Fee Reduction Program,

visit http://www.ets.org/gre/revised_general/about/fees/reductions

EDUCATIONAL BENEFITS AT A GLANCE

If you earn...

Educational Benefit

When

Benefit is

Available

How to Apply

End-of-

Service

Stipend (Only

Percentage of Federal

Perkins Loans cancelled

After you

complete

service

Contact the Student Aid

Information Center at 800-433-

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for those not

choosing the

AmeriCorps

Education

Award)

Repayment of federal

student loans is deferred

During

service

3243 or

visit: www.studentaid.ed.gov

1. Complete a deferment form

obtained from your loan

holder and follow the

guidance specific to your

loan type.

2. If your deferment form

requires signed verification,

send form to:

Corporation for National

and Community Service

250 E Street SW

Suite 4300, Mailroom

Washington, DC 20525

Attn: VMSU

3. VISTA Member Support

Unit will certify the form

and send to lender.

Accrued interest on

deferred loans paid by

U.S. Department of

Education

During

service

AmeriCorps

Education

Award (Only

for those not

choosing the

end-of-service

stipend)

Members receive an

award equal to the

amount of the Pell Grant

to repay eligible student

loans and pay future

educational expenses

After you

complete

service

Complete the Future Plans Form in

your my.americorps.gov account 45

days before ending service

All or a portion of

accrued interest on

postponed student loans

paid by National Service

Trust

After you

complete

service

Access your online education

award account

via my.americorps.gov and submit

request electronically to your lender

Postponement of federal

student loans on the basis

of "national service"

During

service

Complete online form

at my.americorps.gov

1. Complete paper copy of

"Federal Education Loan

Forbearance Request" from

the lender

2. Return it to:

National Service Trust

Office

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Corporation for National

Service

250 E St., SW

Washington, DC 20525

3. Trust verifies your

enrollment in the Trust,

certifies the form, and sends

it to the lender

Chapter 7: Travel & Transportation Support

TRAVEL & TRANSPORTATION SUPPORT

The AmeriCorps VISTA program provides support for travel directly related to the

service of candidates and members (excluding daily commuting). This travel, referred

to as “official travel,” must be approved in advance by the AmeriCorps VISTA

program and includes:

• Travel to and from AmeriCorps-sponsored training events and conferences

• Travel to and from the service site, prior to and after service, for members and

leaders relocating more than 50 miles from their homes

• Emergency travel (see Chapter 9: Leave Benefits – Emergency Leave)

The AmeriCorps VISTA program covers expenses for official travel within the

continental United States, as well as for official travel by those who serve in or whose

home of record is in Alaska, Hawaii, Puerto Rico, the Virgin Islands, Guam,

American Samoa, and the Northern Mariana Islands. All members authorized by

AmeriCorps to travel will be reimbursed for travel expenses as described in this

chapter. All travel payments are subject to collection to offset debts owed to the

federal government (see Chapter 5).

RELOCATION TRAVEL

Candidates who are relocating more than 50 miles from their home of record to their

service site to serve may be entitled to a Relocation Travel Allowance.

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RELOCATION TRAVEL ALLOWANCE

Candidates approved to relocate to serve are eligible for a Relocation Travel

Allowance, which is intended to help offset the cost of relocating from the home of

record to the service site. The rate, established by the VISTA program, is based on the

mileage between the ZIP code of the home of record and the ZIP code of the service

site. Effective January 1, 2019, the rate is $0.40 per mile.

REQUESTING APPROVAL FOR RELOCATION TRAVEL

Candidates who are relocating more than 50 miles from their home of record to their

service site are deemed eligible for relocation benefits by the Corporation Field Office

prior to the start of service. If you are unsure if you have been approved for relocation

benefits, please contact the VISTA Member Support Unit (VMSU). The VMSU

reviews all relocation travel requests for final approval. Candidates will be contacted

by the VMSU with a form to complete that the candidate will confirm in writing that

they have relocated for service or will be doing so within 45 days. If an individual

does not relocate at the start of their service term, they may be eligible for a relocation

travel allowance if they relocate during their service term.

The VMSU will create and approve a travel request profile on behalf of the candidate

in the My AmeriCorps portal. The candidate will be approved to receive a relocation

travel allowance calculated from their home of record to their service site.

Candidates will receive an email notification from the VMSU prior to the service start

date with the approved amount you will receive for the relocation travel allowance.

Candidates who do not receive an approval email have not been approved for

relocation benefits or were not indicated as being eligible for relocation benefits.

MODES OF TRAVEL FOR RELOCATION

If you are relocating to serve, you arrange your own relocation travel. How you get

there is up to you – air, rail, bus, or personal vehicle – but you must make sure that

you are present at your site on your service start date. The VISTA Member Support

Unit informs you of the reimbursement amount via email.

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REQUESTING REIMBURSEMENT FOR TRAVEL

To receive reimbursement for relocation, you must return the required relocation form

within the first week of service.

Your travel must be approved in advance by the AmeriCorps VISTA program in order

to receive reimbursement.

Payment is made through electronic deposit to your bank account identified

in my.americorps.gov. Reimbursement may take up to ten weeks due to administrative

processing.

TRAVEL REIMBURSEMENT AT END OF SERVICE

Candidates who relocated to serve are eligible to receive a Close of Service Travel

Allowance at the end of service. The allowance is intended to offset the cost of

returning home from the service site. The rate, established by the AmeriCorps VISTA

program, is based on the mileage between the site and the approved home of record.

Effective January 1, 2019, the rate is $0.40 per mile.

The approved home of record is the location

approved at the start of service and may not be

redefined without written authorization of the

director of the VISTA Member Support Unit.

Home of record may not be altered after the

tenth (10th) month of service.

You must submit the required allowance form

to collect the close of service Relocation Travel

Allowance. Your reimbursement voucher will

be made available to you via your member homepage in my.americorps.gov no later

than fifteen days prior to the end of your service term. Payment will be deposited into

your bank account through direct deposit. This may take up to ten weeks due to

administrative processing. (Refer to Chapter 12, Close of Service Travel Assistance,

for more information about end-of-service travel payment.)

Additional Year of Service

If you serve an additional year at the same project site location, you will not be

reimbursed for travel to your home of record until the end of your final year of

62 | P a g e

service, regardless of whether or not there is a break in service. If you serve an

additional year at a new project site location, with no break in service, and must

relocate more than 50 miles to the new site location, you will only be reimbursed for

travel between your previous service site and your new service site.

Furthermore, if you serve at a different project or site location and have a break in

service, you may be eligible to be reimbursed to travel to your home or record

between service terms depending on the length of time between your previous and

new service term.

Please see the sections "Breaks in Service" and "Additional AmeriCorps VISTA

Service" in Chapter 12 for more details.

SERVICE-RELATED TRANSPORTATION

For member to perform his or her project assignment effectively, transportation may

be essential. The sponsoring organization is responsible for determining the service-

related transportation needs of members. These needs are based on activities identified

in your VISTA Assignment Description and do not include daily commute or other

non-service trips.

PUBLIC TRANSPORTATION FOR SERVICE-RELATED TRAVEL

The sponsor reimburses the member for authorized, service-related public

transportation expenses.

VEHICLES OWNED OR LEASED BY SPONSORING ORGANIZATIONS FOR

SERVICE-RELATED TRAVEL

When public transportation is not available or adequate, the sponsoring organization is

responsible for providing or supporting vehicles used by members in the performance

of their assignments. Vehicles owned by or leased to a sponsoring organization may

be authorized for service-related transportation, if necessary, to carry out your project

assignment. You are responsible for complying with the sponsoring organization's

rules, in addition to complying with all applicable VISTA requirements, when you

operate a sponsor's vehicle.

While performing your assigned duties you may not transport passengers other than

those determined by the supervisory authority to be directly related to and within the

63 | P a g e

scope of your official responsibilities. There will be a presumption that you are not in

the performance of official responsibilities when transporting unauthorized persons.

In the event it is determined that you were performing official activities while

transporting unauthorized passengers, the passengers will not be covered by the

government for personal injury, and you may be personally liable for injury to the

passengers and subject to appropriate administrative action.

PRIVATELY OWNED VEHICLES FOR SERVICE-RELATED TRAVEL

If a privately owned vehicle is necessary to carry out your assigned duties, the

sponsoring organization should reimburse members for authorized, service-related

mileage at the rate established by the sponsoring organization's reimbursement policy.

LICENSING AND INSURANCE

Sponsoring organizations and members are responsible for complying with all laws

concerning vehicle registration, operator licensing, and insurance on any vehicles used

officially or unofficially by members in the state and locality where they serve and

reside. You are covered by the Federal Tort Claims Act (see Chapter 15) for third-

party liability (e.g., damage or injury to others only while in the performance of

official duties) and by the Federal Employees' Compensation Act (see Chapter 15) for

personal injury. AmeriCorps is not responsible, however, for any damage to your own

vehicle; thus, it is essential that you maintain adequate insurance on your own vehicle.

ACCIDENTS WHILE DRIVING A VEHICLE

If an accident occurs while you are driving a vehicle within the scope of your duties

and other people sustain injuries or property damages because of the accident in

which you were the driver, the exclusive remedy for those persons is under the

Federal Tort Claims Act. If you are injured, you may be eligible to receive benefits to

cover medical expenses under the Federal Employees' Compensation Act, also known

as the Federal Worker's Compensation Act (see Chapter 8 for claims procedures).

AmeriCorps is not responsible, however, for any damage to your own vehicle.

(See Chapter 15 for more information about the Federal Tort Claims Act and the

Federal Employees' Compensation Act.)

64 | P a g e

If an accident occurs, you must immediately summon the local police, comply with

local requirements, and within two days of the accident make sure the following

actions are taken:

• You must complete Sections I-IX of Form SF-91, Operator's Report of Motor

Vehicle Accident available here: https://www.gsa.gov/forms-library/motor-

vehicle-accident-report. Your supervisor must complete Section X, Blocks 71-

82c. Sections XI-XIII are completed only if bodily injury and/or fatality occur,

and/or damages exceed $500.

• Where appropriate, you must obtain the names and addresses of witnesses and,

if possible, obtain a completed Form SF-94, Statement of Witness, from each

witness available here: https://www.gsa.gov/forms-library/statement-witness.

When there are no witnesses and, therefore, an SF-94 cannot be prepared, a

statement to this effect must be included in the operator's report (SF-91) and

certified by the supervisor.

• Make sure your supervisor prepares notes for the files in case you file a claim

under the Federal Employees' Compensation Act (see Chapter 8) after you

complete service.

• You must log into my.americorps.gov and complete the Use of Vehicle or

Public Transportation V-81 Form. The sponsoring organization or supervisor

and AmeriCorps Field Office approve the V-81 form (AmeriCorps VISTA Use

of Vehicles and Public Transportation).

In all instances where state laws require an official police report based on the extent of

damages, a copy of such report must be included along with the other forms

mentioned previously. In all cases involving damage to property (regardless of how

minor), an official police report, if available, must be included and attached to the

Form SF-91. In any accident in which personal injury has occurred, you must notify

your AmeriCorps Field Office within 24 hours. AmeriCorps Field office contact

information is available here: https://americorps.gov/contact/region-offices

An original and one copy of all reports noted above, as well as the police report if

appropriate, must be submitted to the AmeriCorps Field Office who will forward the

original report(s) to AmeriCorps’ Office of General Counsel. The member, sponsoring

organization, and AmeriCorps Field Office should retain copies of all submitted forms

for their records.

All members and sponsoring organizations are prohibited from making any

representations concerning the ultimate liability of the federal government on a

particular claim to other parties. AmeriCorps’ Office of General Counsel and, where

applicable, the Department of Justice, will make the final determination on whether an

65 | P a g e

accident occurred within the scope of your project-related activities and the extent of

the government's liability. (Travel to and from your home of record to the project site

is not covered under the Federal Employees' Compensation Act.)

Members and sponsoring organizations are expected to cooperate fully with

AmeriCorps’ Office of General Counsel in obtaining necessary evidence and

materials, and with the Department of Justice or U.S. Attorney in the event legal

action is taken in connection with the accident. If requested, sponsoring organizations,

supervisors, and members are authorized to provide third parties with copies of Form

SF-95, Claim for Damage, Injury, or Death (available

here: https://www.nationalservice.gov/documents/americorps-vista/2013/claim-

damage-injury-or-death-sf-95) and to advise that the claim must be submitted to the

AmeriCorps Field Office that has authority over the member.

If a civil action is brought in a local court against you or the sponsoring organization

as a result of an accident or if you are asked or ordered to testify or be deposed, you

must immediately notify the AmeriCorps Field Office, which will notify the Office of

General Counsel.

AmeriCorps is not responsible for any indemnification or contribution to the

sponsoring organization for any damages sustained by the sponsoring organization.

TRAVEL FORMS AT A GLANCE*

Form

Use

Required

Approvals

Notes

"Training and

Relocation Travel"

Travel Request

Profile – Available

in my.americorps.gov

Created by the VMSU on behalf of

members who relocate more than 50

miles from their home of record to

serve. Calculated based on mileage

from home of record to service site.

VISTA

Member

Support Unit –

you must

receive written

approval

arranging

relocation

travel

If the Home of Record

or Project Site Address

are listed incorrectly on

your Travel Request

Profile, please contact

the VMSU.

“Relocation Travel

Only” Travel

Request Profile

Created by the VMSU on behalf of

members who are reinstating or

reenrolling into a new service term

and will be relocating more than 50

miles from their current project site

VISTA

Member

Support Unit –

you must

receive written

If the Home of Record

or Project Site Address

are listed incorrectly on

your Travel Request

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or home of record to serve at a new

project site location. Calculated

based on mileage from previous

project site to new project site OR

from home of record to new project

site. Required for candidates who

relocate more than 50 miles from

their home of record to serve.

Documents the preferred dates and

mode(s) of travel.

approval in

order to

receive the

relocation

travel

allowance.

Profile, please contact

the VMSU.

“Ending Service”

Travel Request

Profile – Available

in my.americorps.gov

Created by the VMSU on behalf of

members who relocated to serve at the

beginning of service. Calculated based on

mileage from service site to home of

record (as established at the beginning of

service)

VISTA Member

Support Unit

Request to change home of

record must be submitted to

the VMSU Director for

approval prior to the end of

the member’s tenth month

of service.

Use of Vehicles or

Public

Transportation Form

(V-81) – Available

in my.americorps.gov

Required for members involved in an

accident while operating a vehicle

for service-related purposes.

Sponsor and

Field Office –

approval

process is

automated

Form V-81 is not used

for:

• Commuting

purposes

• Personal travel

• Relocation

travel

• General

operation of a

vehicle for

service-related

purposes (i.e.,

when no

accident occurs)

* Check with your sponsoring organization for deadlines.

Chapter 8: Healthcare Benefit Support

HEALTHCARE BENEFIT OVERVIEW

As an AmeriCorps VISTA member, you are eligible for certain health benefits

through AmeriCorps VISTA for the duration of your service term.

All members are eligible to participate in one of these Healthcare Benefit options:

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1.  AmeriCorps VISTA Healthcare Allowance – members who have health care 
coverage can get reimbursed for certain out-of-pocket expenses 
2.  AmeriCorps VISTA Health Benefit Plan – members who do not have health 
care coverage can enroll in this basic plan at no cost 
Eligibility and benefit information about each option is available online 
at americorpsvista.imglobal.com. A general description of each option is below. 
  
ENROLLMENT 
At the start of your VISTA term of service, you will need to complete a Member 
Enrollment Form to indicate which benefit option you would like to receive. The form 
may be completed by creating a MyIMGVISTA Account 
at americorpsvista.imglobal.com or by downloading the Member Enrollment 
Form and sending to IMG, the plan administrator. 
  
For details about the AmeriCorps VISTA Health Benefit Plan and the AmeriCorps 
VISTA Healthcare Allowance, please visit: americorpsvista.imglobal.com. 
  
Members starting or ending service are eligible for a 60 day special enrollment period 
through the Health Insurance Marketplace at healthcare.gov because it is a specific 
“qualifying change.” It is recommended that members wishing to change healthcare 
coverage should take action within 30 days of ending service to avoid a lapse in 
coverage.  Information about “qualifying changes” can be found 
at https://www.healthcare.gov/coverage-outside-open-enrollment/special-enrollment-
period under “More qualifying changes.” 
  
HEALTHCARE BENEFIT ADMINISTRATION 
International Medical Group (IMG) is the administrator of the AmeriCorps VISTA 
Healthcare Benefit Program and is available as a resource to you.  For specific details 
about the benefit program, please visit americorpsvista.imglobal.com or contact IMG 
at: 
  
International Medical Group  
P.O. Box 550 
Farmington Hills, MI 48332-0550 
Telephone: 855-851-2974 (toll-free) or 317-833-1711 
Fax: 855-851-2971  
Email: vistacare@imglobal.com 
   

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HEALTHCARE BENEFIT COVERAGE

All members are eligible to participate in one of the following benefits:

1. AmeriCorps VISTA Healthcare Allowance – members who have health care

coverage can get reimbursed for certain out-of-pocket expenses

2. AmeriCorps VISTA Healthcare Benefit Plan – members who do not have

health care coverage can enroll in this basic plan at no cost

The AmeriCorps VISTA Healthcare Allowance is a supplemental health care

reimbursement program that covers out-of-pocket costs associated with your

healthcare coverage. Out-of-pocket expenses may include: your annual deductible,

coinsurance, copayments, and other charges for qualified medical, dental, and vision

care expenses. The Healthcare Allowance will help offset these expenses up to the

out-of-pocket maximum under the ACA. The Healthcare Allowance does not cover

costs associated with premium payments (that is, the cost of buying insurance) or

charges associated with any other individual covered under your primary health care

plan or policy.

Examples of health care options you may have that would make the Healthcare

Allowance beneficial for you include, but are not limited to, the following:

• Family healthcare benefit – If you are 26 or younger and on a parent’s plan, or

married and covered by a spouse’s plan

• Healthcare benefit purchased through the Health Insurance Marketplace – You

can shop for coverage and find out if you qualify for lower costs by visiting the

Health Insurance Marketplace at www.healthcare.gov

• Medicaid, Medicare, or military health care benefits

• Coverage under a separate government-sponsored program or act, such as

benefits available to individuals in the U.S. territories or who belong to a

federally recognized tribe

If you choose to enroll in the Healthcare Allowance, please be prepared to provide

your primary healthcare coverage information including effective date of your

primary healthcare coverage. If you do not yet have other health coverage but plan to,

you may wait to enroll in the Healthcare Allowance until you have secured health care

coverage and are able to provide the healthcare coverage’s information.

The AmeriCorps VISTA Health Benefit Plan is a basic health benefit plan for

members who do not have health coverage during their term of service. It is also

available for those who have applied for other coverage and are waiting for that

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coverage to take effect. A Member Enrollment Form will be required to enroll in the

plan.

The plan is available to members at no cost and covers most routine services, limited

preventive care visits (e.g., an annual ob-gyn visit for women), medical emergencies,

surgical and hospitalization expenses, certain prescription drug costs, routine dental

care, and limited vision services. Although an excellent support for many VISTAs, the

plan does not cover pre-existing conditions nor does it cover dependents, including

your spouse.

For details on eligibility and coverage for each plan, please

visit: americorpsvista.imglobal.com

SUBROGATION FOR MEDICAL CARE EXPENSES

If you are in a car or other accident while serving as a member, AmeriCorps may

initially pay for your medical care. If that happens, and you then collect from the

insurance company of the person who was at fault (or from your insurance company if

the person at fault has no coverage), AmeriCorps has the right to recover from you the

cost of whatever medical care it paid for. This situation is known as subrogation. In

other words, if you are injured or become ill through the fault of another person, and

either person's insurance company, or your insurance company, settles with you,

AmeriCorps has the right to recover from you the cost of any health care it has paid,

regardless of the reason for the settlement.

ACCESS TO TELEHEALTH

In addition to their elected health benefit, many members can access telehealth,

sometimes called virtual care, at no cost.

Telehealth allows members to consult with board certified physicians, psychologists,

social workers, and professional counselors via phone or video chat, at no cost to the

member. Telehealth coverage and availability may vary by state. For more

information and to access this benefit, please

visit: https://americorpsvista.imglobal.com/my-benefits/connect-with-a-telehealth-

provider.

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FEDERAL EMPLOYEES' COMPENSATION ACT

Under section 415(b) of the Domestic Volunteer Service Act of 1973, as amended (42

U.S.C., § 5055), AmeriCorps VISTA members are considered employees of the

federal government for purposes of coverage under the Federal Employees'

Compensation Act (FECA), which is administered by the Office of Workers'

Compensation Programs (OWCP) of the U.S. Department of Labor. The Department

of Labor's OWCP office is solely responsible for the adjudication of FECA claims.

This means that members are eligible for certain benefits in certain situations, and

eligibility is determined by OWCP, not AmeriCorps.

BENEFITS

FECA provides compensation benefits for an illness or injury if it is judged by OWCP

to be service-related (i.e., caused or aggravated by the performance of a member's

assignment). Coverage by FECA begins for members after they are sworn in to the

AmeriCorps VISTA program. You are not covered by FECA, however, if the injury

or disability results from your own misconduct, intoxication, or willful intent to bring

about injury or death to yourself or others.

Benefits approved under FECA begin after termination from service and include

payment for continuing medical care and compensation for wage loss and permanent

impairment of certain members or functions of the body in the event of a service-

related disability. FECA also contains provisions for payment of certain death

benefits, such as shipment of the body, funeral and burial costs, and survivor's

benefits if the member's death results from an injury or illness sustained in the

performance of official project duties.

CLAIMS PROCEDURES

If you are injured or experience an emergency illness related to your assignment, the

project supervisor and the AmeriCorps Field Office must be notified immediately. To

protect your right to apply to OWCP for compensation, you need to complete the form

(CA-1 or CA-2).

For faster and more accurate processing, please complete and submit the electronic

version of the forms:

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• The CA-1 form, Notice of Traumatic Injury, should be filed when an accident

or physical injury occurs during performance of duties. The CA-1 form is

available here: https://www.dol.gov/owcp/regs/compliance/ca-1.pdf.

• The CA-2 form, Notice of Occupational Disease or Illness, should be filed

when a disease or illness is suspected of being caused by job performance. The

CA-2 form is available here: https://www.dol.gov/owcp/regs/compliance/ca-

2.pdf.

Although an illness or injury may not appear to be serious enough to result in

compensation eligibility, you should complete the claim forms to protect your rights

in case future complications develop. You have up to three years from the date of

injury or up to three years from the date you realize your assignment caused an injury

to request your completed form be filed with OWCP.

Submit all FECA claims and relevant material to your AmeriCorps Field Office. The

AmeriCorps Field Office will:

• Advise and assist individual claimants regarding the preparation, submission,

and follow-up of their respective FECA claims

• Provide appropriate assistance in compiling and submitting all pertinent

information relating to FECA claims

Parts of these forms require completion by the sponsoring organization. Notify your

AmeriCorps Field Office if you need assistance in receiving these forms back from

your former sponsoring organization.

APPEAL PROCEDURE

You may petition any claim rejected by OWCP by following the appeal rights process

outlined in the rejection notice you received by mail from OWCP, or in the OWCP

information guide, When Injured at Work. This guide and other resources about

claims under FECA are available on the Division of Federal Employees'

Compensation Home Page at http://www.dol.gov/owcp/dfec/regs/compliance/ca-

11.htm.

DEATH BENEFITS

In the event of a member's death during service, the next of kin or designated

beneficiary is entitled to the following:

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• Coverage of expenses incurred at the place of death (ambulance service,

transportation of the body, etc.)

• Funeral and burial benefits from either AmeriCorps (to a maximum of $1,000)

or from OWCP if the death is found to be service related

• Unpaid compensation or reimbursement owed to the member

• Any benefits available to spouse or dependents from OWCP if the death is

determined to be assignment-related

Chapter 9: Leave Benefits

LEAVE BENEFITS AT A GLANCE

Below is a summary of leave benefits available during VISTA service. Review the

chart and information below for additional requirements related to each leave type.

Leave type

Total

Workdays

Conditions

National holiday

Only those

observed by

sponsor and/or

subsite staff

Personal

10 service days

in a full year of

service

Generally, leave in first 3 months or last month is

limited to emergencies and family matters.

If you reenroll or extend your service with the same

project without a break in service, you are entitled

to any unused personal leave earned in the prior

term of service.

Must be taken in accordance with sponsor and/or

subsite policies.

Personal in an

extension of

service

1 service day

per 30

additional days

of service

If you extend service with the same project without

a break in service, you are also entitled to any

unused personal leave earned in the prior term or

service.

Medical

10 service days

in a full year of

service

If you reenroll or extend service with the same

project without a break in service, you are entitled

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to any unused medical leave earned in the prior term

of service.

Must be taken in accordance with sponsor and/or

subsite policies.

Medical in an

extension of

service

1 service day

per 30

additional days

of service

If you extend service with the same project without

a break in service, you are also entitled to any

unused medical leave earned in the prior term or

service.

Extended Medical

Leave Benefits

Must exhaust

personal and

medical first

5 service

days in a full

year of service

The AmeriCorps Senior Portfolio Manager may

approve an additional 5 service days for a total of

15 medical service days in a full year of service, in

cases that require extended recuperation. These

extended medical leave benefits are not to be used

as parental leave (covered below).

Parental Leave

(birth/adoption)

Must exhaust

personal and

medical leave

first

The AmeriCorps Senior Portfolio Manager may

approve an additional 10 service days of leave, for a

total of 30 service days, if required.

Emergency

5 service days

in a full year of

service

Sponsor may allow if a natural disaster requires

leaving the site or an immediate family member

becomes critically ill or dies. Sponsor must notify

the AmeriCorps Senior Portfolio Manager.

Jury duty

As necessary

Military reserve

As required by

the military

NATIONAL HOLIDAYS

Members enjoy the national holidays that are recognized by their sponsoring

organization or sub-site and are given as time off to the rest of the organization's

personnel. Members do not get excused leave for federal holidays that are not

recognized by their sponsoring organization and/or sub-site. For example, if your

organization does not give its staff a holiday for Veterans Day, you are expected to

serve unless you request and receive approval for one day of personal leave.

Additionally, if you want the day off for a religious observance, you should request a

day of personal leave. Please contact your sponsoring organization to determine

recognized holidays.

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If your sponsoring organization provides its staff additional "floating holidays,"

"spring breaks," "summer recesses," etc., you are expected to continue to serve on

your assignment unless authorized to take the time off as part of your personal leave.

In such cases, an alternative service site for a limited duration may be considered if

approved in advance by the supervisor and AmeriCorps Senior Portfolio Manager.

Review the Alternative Service Site section later in this chapter for approval

requirements.

PERSONAL LEAVE

You are entitled to 10 service days of personal leave during each full year of service.

A service day is equivalent to the number of hours your sponsoring organization

considers a typical full day of service. If you reenroll or extend service with the same

project without a break in service, you are entitled to any unused personal leave

earned in your prior term of service. Members who extend their period of service earn

one day of personal leave for every 30 days of the extension.

You must request and receive approval in advance from the sponsoring

organization/supervisor for all personal leave, specifying the dates of leave requested.

During personal leave, all regular member allowances are continued. AmeriCorps

does not pay travel expenses for personal leave.

MEDICAL LEAVE

Members are entitled to 10 service days of medical leave during each full year of

service. If you reenroll or extend service with the same project without a break in

service, you are entitled to any unused medical leave earned in your prior term of

service. Members who extend their period of service earn one day of medical leave

for every 30 days of the extension. A service day is equivalent to the number of hours

your sponsoring organization considers a typical full day of work. Partial days of

medical leave also may be granted to the member. All living allowances continue

during medical leave periods.

You are required to request prior approval for medical leave, except for extenuating

circumstances when you are physically unable to request prior approval, from the

sponsoring organization or supervisor. You should also specify the hours or dates of

leave requested.

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The sponsoring organization or supervisor must notify the AmeriCorps Senior

Portfolio Manager immediately if it appears that you will not be able to resume

project duties within the maximum medical leave period of 10 service days. The

AmeriCorps Senior Portfolio Manager may approve an extension of your medical

leave for up to another five (5) service days in cases of extended recuperation and in

which you are likely to return to the project within the approved leave period, or in the

event of some delay in obtaining a prognosis of your medical condition within the

approved leave period.

PARENTAL LEAVE

Members are entitled to use a combination of medical and personal leave (20 service

days) for parental leave. The AmeriCorps Senior Portfolio Manager may approve up

to an additional 10 service days for parental leave, for a total of up to 30 service days,

if required. No additional leave beyond 30 service days may be granted.

EMERGENCY LEAVE

The sponsoring organization may grant you up to five service days of emergency

leave. During emergency leave, all allowances continue. Emergency leave is granted

in two types of exigent situations. First, it may be granted if you serve in an area

where a natural disaster occurs and requires you to leave the area temporarily. Second,

emergency leave may be granted if an immediate family member (spouse, domestic

partner, parent, sibling, child, grandparent, or guardian) becomes critically ill or dies.

Additional time away from the project requires the approval of the AmeriCorps Senior

Portfolio Manager. Emergency leave does not count against your personal leave time.

If circumstances require you to take emergency leave, you should notify the

sponsoring organization or supervisor at once and, if requested, provide the

sponsoring organization or supervisor with some evidence of the emergency. If the

sponsoring organization determines that an emergency exists, the sponsoring

organization will inform the AmeriCorps Field Office.

If travel is required, AmeriCorps VISTA will pay for the fastest regularly scheduled

means of transportation to and from the site of the emergency or to your home of

record, provided the destination is in the United States or a U.S. territory. In

exceptional circumstances, members may have to purchase their own tickets, which

will be reimbursed at the lowest commercial bus or train fare available. In

circumstances where air travel is the only option, tickets may be reimbursed at the

lowest commercial air fare available. You will be reimbursed for actual travel

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expenses (e.g., tolls, parking), but you will receive no additional allowances for your

travel.

In the event that AmeriCorps cannot pay for or provide a prepaid ticket in advance of

the approved emergency leave, the sponsoring organization should furnish the needed

travel assistance. Such advances, however, should be authorized by the AmeriCorps

Field Office.

JURY DUTY

Members may be summoned for jury duty. Sponsoring organizations shall give

members the necessary time away from project duties to comply with a jury duty

summons or serve on a jury. You should provide a copy of the summons to your

supervisor, and keep your supervisor apprised of your status while you need to be

offsite to attend to your jury duty obligation. Allowances will be paid during the

period of jury duty. Your time on jury duty is not counted against your personal leave,

term of service, or education award.

If you are subpoenaed (for non-project-related purposes), however, you are required

to use personal leave.

MILITARY RESERVE LEAVE

If you enter AmeriCorps VISTA service before completing a military reserve

obligation, you must change the location of your reserve unit if necessary. Members

should try to minimize the disruption in service as a result of discharging

responsibilities related to their reservist duties. If you are allowed to choose when to

fulfill your annual two weeks of active duty requirement, you should choose a period

that does not disrupt your service.

A member is granted military reserve leave to attend the monthly reserve training

sessions and the two weeks of active duty training. Such leave does not count against

a member's personal leave, term of service, end-of-service stipend, or education

award. You should notify the sponsoring organization/supervisor before taking

military reserve leave and upon returning from such leave. You may not receive time

off for active duty or other reserve-related service beyond the two weeks and the

monthly training activities usually required for reserve status. Any other reserve-

related service does not apply to your AmeriCorps VISTA service time for purposes

of the education award. The sponsoring organization/supervisor notifies the

AmeriCorps Field Office of the exact dates of your military reserve leave.

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For military service-responsibilities that are expected to last more than 30 continuous

days, the member is considered for placement in Deferred Term status.

FAMILY MEDICAL LEAVE ACT

The Family Medical Leave Act (FMLA) is a federal law that provides certain

employees in the United States with up to 12 weeks of unpaid leave per year to care

for a covered family member and up to 26 six weeks of unpaid leave per year to care

for a covered armed service member. The Serve America Act Amendments to the

National Community Service Act of 1990 extended FMLA protections to certain

members.

Members, including leaders, are eligible for FMLA leave, if they satisfy all four of

these conditions:

1. Have successfully completed a full year (12 months) of service

2. Serve with the same sponsor for a subsequent term of service

3. Were assigned to the same sponsor for at least 1,250 hours (eight months) for

the previous term of service

4. Serve with a sponsor that has 50 or more employees

Given these four parameters for FMLA eligibility, only a minority of members may

be eligible for FMLA leave. To begin the FMLA request process, a member should

contact their sponsor, who can then liaise with the AmeriCorps Field Office for next

steps.

In the context of the AmeriCorps VISTA program, FMLA is a leave without pay

status. A member who is eligible for and takes “FMLA leave” stays enrolled in the

AmeriCorps VISTA program, continues to receive healthcare benefits, and stays

assigned to a project while taking the leave, but does not receive a living allowance.

Further, member benefits and allowances (childcare, accrual of the end-of-service

award [i.e., Education Award or end-of-service stipend]) are suspended while on

FMLA leave. The member’s position at the project where the member had been

assigned remains available for when the member returns and cannot be abolished or

given to someone else during the member's FMLA-approved absence. Upon return to

the project, the member’s program benefits that were suspended during FMLA leave,

including the living allowance, resume.

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ALTERNATIVE SERVICE SITE

Members might be approved to serve at an alternative service site for a limited

duration of time if their primary service site is closed.

For instance, if your service site is closed due to a weather event, natural disaster, or if

your sponsoring organization provides its staff with additional “floating holidays,”

“spring breaks,” “summer recesses,” etc., you are expected to continue to serve unless

authorized to take the time off as part of your personal or sick leave. However, in lieu

of taking personal or sick leave, you may serve at an alternative service site, for a

limited duration, if approved in advance by the supervisor and AmeriCorps Senior

Portfolio Manager.

Your service plan should spell out the assignments expected of you during these

periods. If it does not, consult with your supervisor.

Chapter 10: AmeriCorps VISTA Leaders

AMERICORPS VISTA LEADERS

Just as members work to expand and build the capacity of community projects,

leaders work to expand and build the capacity of individual members and their

respective service sites. Leaders have demonstrated leadership skills and qualities

during their initial term(s) of service and have accepted a new level of responsibility.

ROLE OF AMERICORPS VISTA LEADERS

The aim of a leader is to expand and build the capacity of the members (and summer

associates) they lead, in coordination with the projects in which they serve. The aim of

a leader is to expand and build the capacity of the members (and summer associates)

they lead, in coordination with the projects in which they serve. Leaders provide

support and coordination for members to increase the project's impact. Leaders are

not, and do not function as, AmeriCorps employees or employees of the sponsoring

organization. Leaders are not permitted to perform staffing, administrative or

supervisory functions for their sponsoring organizations. Hence, they do not supervise

other members, the sponsoring organization staff, or community volunteers. Leaders

do not replace the supervisor or any other sponsoring organization staff.

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Leaders are assigned by AmeriCorps to projects or regions to assist sponsoring

organizations in achieving program objectives and developing new project activities

and sources of community support. Leaders set an example of leadership for

members, ensure positive relations, facilitate idea-sharing, and mediate issues with the

community, project, supervisors, and members. Leaders also play a support role in

recruiting, mentoring, and coordinating members.

Leaders have successfully completed at least one year of AmeriCorps VISTA service,

or one full term of full-time service (serving 1,700 hours or more) with either

AmeriCorps State and National or AmeriCorps National Civilian Community Corps

(NCCC), or at least one traditional term of Peace Corps service. Leaders must also

demonstrate exemplary skills and leadership in community service. Leaders have

demonstrated leadership ability to work constructively with community volunteers,

supervisors, sponsoring organizations, and the low-income community.

A member is not entitled to leader assignment for simply having satisfactorily

completed a previous service assignment. It is up to the AmeriCorps Field Office to

select which projects may have leaders, to determine the number of leaders that may

serve at designated projects, and to select those who will serve as leaders.

If circumstances warrant, a leader may be removed from the position and duties of a

leader by AmeriCorps. The leader regulations, Code of Federal Regulations, Title 45,

Part 2556, detail the qualifications necessary to become a leader, the selection

procedure, and roles of leaders. Moreover, leaders are subject to the same

requirements for proper conduct and satisfactory performance as members.

Accordingly, like members, leaders are subject to the Early Termination for cause

proceedings, set forth in AmeriCorps VISTA Early Termination regulations, Code of

Federal Regulations, Title 45, Part 2556, Subpart E.

LEADER ORIENTATION

Leaders participate in a three-and-a-half-day Leader Orientation designed to provide

the knowledge and skills to help recruit, coach, and coordinate teams of members.

Through training and hands-on experiences, leaders gain transferable skills in

communication, decision-making, conflict resolution and coaching, facilitation, and

recruiting.

As a leader, you should complete the VISTA Leader Orientation on the Campus at the

beginning of your term of service.

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VISTA Leader Orientation introduces you to your new role and equips you with a set

of skills to help support members and ensure that their projects are sustainable. The

goals of orientation are to:

• Communicate the roles and responsibilities of leaders

• Equip leaders with a set of leadership skills they can apply in their daily work

• Establish a learning community among leaders that will continue throughout

their term of service

• Train leaders to be effective recruiters for AmeriCorps VISTA

• Educate leaders about the tools and resources available to them to support their

roles and projects

• Help leaders to develop strategies and plan for effectively supporting their

members and sustaining their projects

• Facilitate information sharing and collaboration among leaders working in

similar issue areas

• Inspire leaders to complete a successful year of service

ADMINISTRATIVE POLICIES FOR LEADERS

AmeriCorps limits the number of years served in the AmeriCorps VISTA program to

a maximum of five years. An individual who has served only one year of service as a

member may serve as a leader for up to four years. A leader is not, however,

guaranteed a second term as a leader. To receive approval for reenrollment as a leader,

the leader's service performance must be outstanding, and the sponsoring organization

and AmeriCorps Senior Portfolio Manager must agree that it would benefit the project

to reenroll the leader for another year of service.

BECOMING A VISTA LEADER

The process for applying to serve as a leader is similar to the process for applying for

a regular VISTA position or requesting re-enrollment or reinstatement. Eligible

individuals complete an application using My AmeriCorps and submit it for an

available leader position. Returned Peace Corps Volunteers will be asked to submit a

Description of Service as part of their application package. Currently serving

members who wish to re-enroll as a leader with the same sponsor complete the Future

Plans Form and indicate re-enrollment.

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TRANSITION FROM VISTA MEMBER TO LEADER

In rare instances, there may be a member who is serving a second or subsequent term

when a leader position at the sponsoring organization becomes vacant. In such cases,

the sponsoring organization may recommend the promotion of the member to leader if

the member has successfully completed a full term of service and demonstrates

exemplary skills and leadership in community service. A sponsoring organization may

not recommend the promotion of a member to leader midway through a member's first

term of service. A member may become a leader at some point in their second term of

service providing the member plans to serve 12 months as a leader.

LEADER'S RELATIONSHIP WITH SPONSORING ORGANIZATIONS,

SUPERVISORS, AND MEMBERS

The leader has a distinct role within a sponsoring organization. Leaders coordinate

and provide support to members, but they are not responsible for members. The

project supervisor is directly responsible for the management of members.

The leader, however, is in a leadership role. At times, the leader may serve as a

mediator, a facilitator, an adviser, or a trainer. The supervisor and leader should make

sure members understand the leader's role and responsibilities.

The supervisor/sponsoring organization should not expect leaders to take on roles

similar to those of members in addition to their leader roles and responsibilities. For

example, if a leader coordinates a project that involves eight members who implement

literacy programs at six different sites, the leader should not be expected to implement

a literacy program.

REGIONAL AND PROJECT-BASED LEADERS

Several states, because of their size and geography, have assigned leaders regionally.

These leaders serve on a project and support not only their own project's members, but

also members serving with other projects in a specified area. This type of assignment

is acceptable for leaders as long as:

• Leaders are supervised by a single supervisor/sponsoring organization

• Project sponsors involved agree with the proposal

• Leaders do not operate in a AmeriCorps Field Office or sponsoring

organization staff role

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LEADER BENEFITS

LIVING ALLOWANCE

Leaders are eligible for an additional $200 per month in their living allowance,

effective on the date of their leader assignment. If, however, the $200-per-month

increase raises the living allowance above the federal or state minimum wage

(whichever is higher), the leader must be given the option to:

• Keep the lower living allowance to retain public assistance payments

• Accept the allowance increase, with the understanding that it may jeopardize

the eligibility for, or level of, public assistance or other governmental payments

See VISTA Living Allowance Rates by County for more information about the living

allowance rate in the area where you serve. The living allowance is subject to federal

tax. As a result, the amounts that appear in the chart are reflective of the rate before

federal taxes are deducted.

HEALTH CARE

All leaders receive the same health care benefits as members, in accordance with the

provisions of the administrative contract between AmeriCorps and the benefits

provider.

EDUCATION AWARD

Leaders who have not already received two Segal AmeriCorps Education Award

enrollments may opt for the education award. Leaders who opt for an education award

cannot also receive an end-of-service stipend.

END-OF-SERVICE STIPEND

Leaders who do not choose the education award receive an end-of-service cash

stipend upon completion of their full term of service as a leader. Leaders who elect to

receive an end-of-service stipend cannot also receive an education award.

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Chapter 11: Summer Associates

SUMMER ASSOCIATES

Summer associate members serve for intensive,

short terms of service lasting eight, nine, or ten

weeks. Unlike year-round members, summer

associates can perform direct service activities

without limitation. As a summer associate, you

are required to abide by the same laws and

regulations as other members (discussed

in Chapter 14) and are afforded certain legal

protections. Summer associates are eligible for

limited benefits (discussed below in Benefits

and Support).

Summer associate activities, combined with ongoing VISTA programming, should

result in:

• A credible effort to alleviate poverty, not simply make poverty more tolerable

• Outcomes that increase the project’s direct impact on those being served

Specific member assignments may vary. For example, summer associates could:

• Recruit, train, and coordinate (but not select or directly supervise) community-

based volunteers, including high school and college students and older adults

• Structure long-term ways for involving community members in project activities

• Generate materials, supplies, and space for the project

• Involve the private sector in the project

• Develop materials for year-round project activities

• Conduct community education, outreach, and awareness related to the project

ADMINISTRATIVE POLICIES FOR SUMMER ASSOCIATES

Service in the AmeriCorps VISTA program is limited to a maximum of five years.

Members and summer associates may earn up to the aggregate value of two full

education awards in a lifetime. Education awards earned as a summer associate count

towards the aggregate value of two full education awards.

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BENEFITS AND SUPPORT

Summer associate benefits differ from those benefits offered to members and leaders.

Summer associates receive:

• A living allowance for the time served, which is equivalent to the amount

received by full-time members serving in the same area

• Choice between a Segal AmeriCorps Education Award or an end-of-service

summer stipend. Only those summer associates who successfully complete their

full term of service are eligible to receive the education award or end-of-service

summer stipend.

Each summer associate completes the summer associates Benefit Election Form on

their first day of service to elect the education award or the end-of-service summer

stipend. Unlike other members, summer associates cannot change their end-of-service

award option at any point during their service term.

The summer stipend is calculated based on the number of days a summer associate is

scheduled to serve, multiplied by the daily accrual rate. For details regarding the

accrual rate for the end-of-service stipend, visit Chapter 5. Federal income tax and

Social Security/Medicare (FICA) deductions are withheld from the end-of-service

stipend at the time of payment.

Summer associates do not receive:

• Health care benefits

• Childcare allowances

• Relocation allowances

• Non-Competitive Eligibility

LEAVE

While neither personal nor sick leave is available to summer associates, three

categories of leave that may be available to summer associates are discussed below.

Please see the “Emergency Leave” section below for guidelines during absences.

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Holidays

Summer associates receive leave on federal holidays observed by their sponsor and/or

sub-site. Summer associates should consult their sponsor to determine recognized

holidays and service schedules.

Emergency Leave

When an emergency or illness prevents a summer associate from serving, sponsors

and AmeriCorps staff may assist the summer associate in meeting the required

number of service days. AmeriCorps staff must balance summer associate support

with project support, avoiding excessive leave while supporting the summer associate

through the emergency or illness.

The guidelines within which sponsors and AmeriCorps staff may support summer

associates in fulfilling their summer obligations are:

• Summer associates must report all absences to their site supervisor. The site

supervisor will report the absence to the overall project supervisor. Unreported

absence may be cause for early termination

• Supervisors may arrange for limited (1-2 days) absences that will be made up

by serving extra hours or extra days

o Supervisors should prioritize the completion of make-up hours

o Make-up days cannot extend past the last day of the summer associate’s

service term

• Supervisors must report to the AmeriCorps Field Office a summer associate’s

absence beyond two days and/or requests for absences that will not be made up

o AmeriCorps Field Office staff may allow up to five additional days of

emergency leave for a death or critical illness in the immediate family,

but this must be approved by the Senior Portfolio Manager in advance

Jury Duty

Summer associates may be summoned for jury duty; if summoned or selected to serve

on a jury, summer associates will continue to be enrolled in the AmeriCorps VISTA

program and retain their summer associate status. If summoned for jury duty, you

should provide a copy of the summons to your supervisor, and keep your supervisor

apprised of your status while you need to be offsite to attend to your jury duty

obligation. Allowances will be paid during the period of jury duty.

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WORKER’S COMPENSATION

Summer associates are eligible to be considered for Worker’s Compensation under the

Federal Employee Compensation Act (FECA).

INCOME DISREGARD

The Income Disregard provisions apply to any summer associate receiving

government benefits.

COMPLETION OF FUTURE PLANS FORM

Due to the shortened nature of the summer associate service term, the Future Plans

Form is available the first day of service. Summer associates and sponsors may

complete the Future Plans Form, but this is not a requirement for summer associates.

Chapter 12: End of Service

END OF SERVICE

Just as you spent time preparing to begin your term of service, it is equally important

for you to prepare for the conclusion of service. Whatever you choose to do after your

service, you should start planning at least three months before your end-of-service

date. Make sure you complete all your paperwork well before your end-of-service

date and inform your supervisor and sponsoring organization of your departure date,

contact details, and any other information needed for you, the sponsoring

organization, and the AmeriCorps Field Office to make your end of service as smooth

as possible.

END-OF-SERVICE CHECKLIST

Due Date

To Whom

Item or Activity

90 days

before

your end-

of-service

date

VMSU via the National Service

Hotline 1-800-942-

2677, [email protected],

or https://americorps.gov/contact

• Submit any request to change your

home of record (changes submitted

after your 10th month of service, or

less than 60 days prior to your end-

of-service date will not be

considered). All requests must be

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approved by the Director of VISTA

Member Support Unit (VMSU)

By the last

day of

your 10th

month

my.americorps.gov

• Submit any requests to change your

end-of-service benefit selection

from Education Award to end-of-

service cash stipend

At least 60

days

before

your end-

of-service

date

my.americorps.gov

• Complete Part A of the AmeriCorps

VISTA Member Future Plans or

Early Termination Request Form

(Future Plans Form)

At least 45

days

before

your end-

of-service

date

my.americorps.gov

• Your supervisor will complete Part

B—Performance Evaluation of the

AmeriCorps VISTA Member

Future Plans or Early Termination

Request Form (Future Plans Form)

• Participate in exit interview and

evaluation of your performance

with your supervisor

Member

• If you elected to receive the end-of-

service stipend, you will receive

approximately $400 of your

accrued stipend (minus federal

income tax and FICA deductions)

in your second to last living

allowance payment. The remaining

balance is disbursed with your last

living allowance payment.

Within

two weeks

after

completion

of service

(if not

sooner)

VISTA Member Support Unit

• If you relocated to serve, submit

your Close of Service Travel

Reimbursement voucher. Payment

of all travel reimbursements takes

an average of 8-10 weeks from the

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time the voucher is received at the

VISTA Member Support Unit.

After

completion

of service

Web Resources for AmeriCorps

VISTA Alums

americorps.gov

VISTA Campus

• Generate your Verification of

Service letter with information on

your Non-Competitive Eligibility.

• Learn more about Alumni benefits

and the Employers of National

Service initiative

on https://www.americorps.gov/.

• Be sure to create a LinkedIn profile

if you don’t already have one and

indicate your VISTA service. Also

be sure to follow the

official AmeriCorps VISTA

LinkedIn page for important career

updates.

AmeriCorps Alums

• Join an AmeriCorps Alums chapter

• Learn about discounts and matching

education award scholarships

Healthcare Marketplace: 888-

318-2956

• If you have insurance through the

Marketplace and your income

changes, you’ll want to have your

subsidy adjusted so you don’t end

up receiving too much subsidy (and

then have to pay it back at tax

time).

• If you are currently in the VISTA

Health Benefits Plan and want to

purchase health insurance through

the Marketplace, you have 60 days

after close of service to do so. Refer

to the VISTA Healthcare FAQs for

more information on this special

enrollment period.

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PREPARING FOR END-OF-SERVICE

In order to have a successful end of service, please pay careful attention to the

following items which are also outlined in the checklist above.

FUTURE PLANS FORM

At least 60 days before your end-of-service date, you will need to complete the Future

Plans or Early Termination Request Form (Future Plans Form). This form is on your

member homepage in my.americorps.gov under "Close-of-Service." It asks whether

you wish to:

• Complete service as scheduled

• Extend my service for less than one year

o Extensions are for no less than two weeks and no more than six months.

Please note, the only end-of-service benefit available during an extension

is the cash stipend.

• Reenroll for an additional year, which means you would continue service for

one year at the same project or at a different project (re-enrollment)

• Terminate my service early

Your Future Plans Form becomes available on your my.americorps.gov homepage 90

days before your end-of-service date. You

must complete this form at least 60 days

before your end-of-service date. The

sponsoring organization or supervisor will

then complete the evaluation section and

submit the form to the AmeriCorps Field

Office. You are entitled to review the

evaluation section before it is sent to the

AmeriCorps Field Office.

After you complete the Future Plans

Form, your project supervisor will fill out the Performance Evaluation section. Follow

up to make sure your supervisor has completed the form at least 45 days before your

end-of-service date. Even members who choose to end service early must complete

the Future Plans Form.

The AmeriCorps Field Office is responsible for determining whether you have

successfully completed a term of service and are eligible for an education award.

Once the Field Office indicates your eligibility by certifying the Future Plans Form

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and the VISTA Member Support Unit processes the form, you will have access to an

end-of-service award.

EVALUATION OF YOUR SERVICE

The Future Plans Form requires the sponsoring organization to evaluate the

performance of members approaching the end of their term of service or requesting a

reenrollment or extension of service. You are entitled to review the evaluation section

before it is sent to the AmeriCorps Field Office. During this time, you should also

arrange an exit interview with your supervisor to summarize the work you have done

and to talk through and agree with your evaluation. The exit interview is also an

opportunity for you to give feedback, to discuss your future plans, and to finalize your

arrangements for leaving. If you request to reenroll or extend, refer to the section on

Additional AmeriCorps VISTA Service.

CLOSE OF SERVICE TRAVEL ASSISTANCE

Candidates approved to relocate at the beginning of service are eligible to receive a

Close of Service Travel Allowance when they finish service. The allowance is

intended to help offset the cost of returning home from the service site. The Close of

Service mileage is calculated using the same points of travel from the start of

service. The rate, established by the AmeriCorps VISTA program, is based on the

mileage between the ZIP code of the service site and the ZIP code of the approved

home of record.

Travel allowance forms will be available no later than fifteen days prior to your end-

of-service date. You will need to return the signed form to the VISTA Member

Support Unit to receive your travel payment reimbursement. The signed forms should

be sent to: VMSUForms@cns.gov

The travel payment, made by direct deposit, will arrive eight weeks after the VISTA

Member Support Unit receives your signed form. If you waived payment by direct

deposit, a paper check will be mailed to the permanent address listed in

your my.americorps.gov account. Forms must be returned to the VMSU within two

weeks after completion of service. If you fail to sign and return the Close of Service

form within this time, payment may be delayed.

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HOME OF RECORD

The approved home of record is the location approved at the start of service. The

home of record is either:

• The legal residence of your parent(s) or legal guardian if you had been residing

with your parent(s) or legal guardian immediately prior to entering service, or if

you were a full-time student whose permanent residence was with your

parent(s) or legal guardian, or

• The residence established by you:

1. While attending college immediately prior to entering service

2. While employed immediately prior to entering service

3. For purposes of voting or payment of state taxes

Modification of the home of record can be authorized prior to the tenth month of

service, at the discretion of the Director of the VISTA Member Support Unit, if one of

the following conditions exists:

• You designated the official home of record as the legal residence of a parent or

legal guardian, and the parent or legal guardian has established a new residence

(if the new residence is outside the United States, AmeriCorps will provide

close of service assistance to the nearest port of exit).

• You designated the official home of record as the legal residence of a parent or

legal guardian, and the parent or legal guardian has died. AmeriCorps will

provide close of service assistance to the legal residence of the surviving parent

or legal guardian, or next of kin (if the new residence is outside the United

States, AmeriCorps will provide close of service assistance to the nearest port

of exit).

• You have married and request close of service assistance to the home of record

of your spouse.

• Close of service assistance to the new home of record is more economical to

the United States government than the original home of record.

Requests to modify the home of record must be submitted in writing to the Director of

the VISTA Member Support Unit via the National Service Hotline. Requests received

after the end of the tenth month of service will not be considered.

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BREAKS IN SERVICE

If you serve an additional year at the

same site, you will not be reimbursed

for travel to your home of record

until the end of your final year of

service, regardless of whether or not

there is a break in service. Please see

Additional AmeriCorps VISTA

Service for more details.

If you serve an additional year with a

break in service of more than 14

days from the completion of your

previous term of service, and must relocate 50 miles or more to a different project or

site location, you may be eligible to be reimbursed to travel to your home of record

between service terms.

If you serve an additional year within 14 days of completing your original term of

service and relocate 50 miles or more to a different service site, you will receive a

Relocation Travel Allowance for the mileage from your current site to your new site.

See Chapter 7 for an explanation of the Relocation Travel Allowance. You will

receive Close of Service Travel assistance at the end of the final year of service to

your approved Home of Record.

END-OF-SERVICE STIPEND

If you elected to receive the end-of-service stipend, you automatically receive the

payment with your last two living allowance payments, provided you complete your

term of service as scheduled and your end-of-service documents are submitted to the

AmeriCorps Field Office. You will receive approximately $400 of the end-of-service

stipend with your second to last living allowance payment; the remaining balance is

disbursed with your last living allowance payment. Federal income tax and Social

Security (FICA) deductions are withheld from the stipend at the time of payment.

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SEGAL AMERICORPS EDUCATION AWARD

If you elected to receive the Segal AmeriCorps Education Award, the award becomes

available for your use after you successfully complete service. The value of the award

is tied to the maximum Pell Grant level during the fiscal year in which you served.

(See Chapter 6 for detailed information on the Segal AmeriCorps Education Award.)

PROCESS FOR ACCESSING EDUCATION AWARD

Your my.americorps.gov account allows you the ability to make payments to lenders

and higher education institutions. To access your award, click on the “My Education

Award” link in your my.americorps.gov account.

The Segal AmeriCorps Education Award must be used within seven years of the date

you finish your service, unless you apply for and receive an extension prior to the end

of your seventh year in accordance with 45 CFR §2526.40(b). If you have questions

about your education award, you should contact the National Service Hotline at 800-

942-2677, or visit the AmeriCorps Hotline website, click on the "Ask a Question" tab,

complete the help request form, and submit.

ADDITIONAL AMERICORPS VISTA SERVICE

At the discretion of AmeriCorps, you may be afforded the opportunity to serve in the

AmeriCorps VISTA program beyond the initial year of enrollment.

Additional service is predicated on a clear indication that you will continue to provide

a substantial contribution to the program. Approval is required for all continuations of

service following endorsement by the sponsoring organization. Members are limited

to five years of service.

In the tenth month of service, you receive the Future Plans Form, which asks whether

you wish to complete service as scheduled or to reenroll or extend. In approving a

request for continuation of service, your performance, as evaluated by the project

supervisor and the AmeriCorps Portfolio Manager, along with your skills and

experience, are considered. Continuation of service is also subject to the availability

of an appropriate assignment and to the availability of funds for member support.

To request continuation of service, you must complete the Future Plans Form at least

90 days before your scheduled end-of-service date. (This form is on your member

homepage in my.americorps.gov under “Close-of-Service”.)

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AmeriCorps VISTA will notify you and the sponsoring organization whether the

request for continuation of service was approved at least four weeks before the end of

service. The early termination provisions and volunteer grievance procedures do not

apply to continuation of service denials.

RESTRICTIONS AND REQUIREMENTS

If there is a break of more than 120 days between service years, you are again subject

to members background check. The background check entails a search of the National

Sex Offenders Public Registry, full disclosure of convictions, and criminal history

check. For questions, please contact your AmeriCorps Field Office.

LIFE AFTER AMERICORPS VISTA

CERTIFICATION OF SERVICE

When you have completed service, log onto my.americorps.gov to print a letter of

AmeriCorps VISTA Verification of Service. This letter serves as proof of your service

and includes your dates of service. Click the “My Service Letters” link to create and

print your letter. If your letter is incorrect or if the system is unable to locate your

record, please contact the AmeriCorps Hotline at https://questions.americorps.gov/.

STAYING INVOLVED

AmeriCorps VISTA encourages you to stay in touch with our program and become

involved with the national AmeriCorps Alumni Network after you complete your year

of service. As an alum, you can help recruit new members, share your story of service,

and continue to serve. For information and services that help you stay involved with

the AmeriCorps community, visit the Alumni Page of the AmeriCorps website.

SERVICE AND YOUR CAREER

For many, service in AmeriCorps VISTA is the first step in a rewarding career in

public service. Helping to address critical community needs can be inspiring. Putting

your idealism, energy, and experience to work in a career that helps others can be the

perfect way to incorporate your service into the rest of your life.

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In a 2016 study conducted by AmeriCorps on AmeriCorps Alumni outcomes, it was

noted that a high percentage of alumni of VISTA benefitted both personally and

professionally during their service. Of the over 3,000 respondents surveyed in 2016:

• 46% of alumni who were employed within six months of ending service

attributed their employment to a connection made while serving as a member.

• About 50% of alumni indicated that their service opened up a career path they

wouldn’t have otherwise considered.

• 74% of alumni agreed that their service was a professionally defining

experience.

• 77% of alumni agreed that their service was a personally defining experience.

In addition to the personal fulfillment gained during service, AmeriCorps VISTA

offers some exceptional career benefits, such as Non-Competitive Eligibility for

Federal Jobs, and graduate schools that match the Education Award.

VISTA CAMPUS JOB BOARD

When searching for jobs, be sure to access the free VISTA Campus Job Board.

AmeriCorps VISTA regularly encourages employers from the federal, private, and

public sectors to post job opportunities of particular interest to VISTA alumni

skillsets. Check back frequently to view and apply to postings.

NON-COMPETITIVE ELIGIBILITY FOR FEDERAL GOVERNMENT JOBS

One of the benefits of successfully completing your year of service as a member is the

option to use the Non-Competitive Eligibility (NCE) hiring status to help obtain

federal employment. NCE does not guarantee you a federal position; you must locate

an agency with a vacancy and interest in hiring you. The links below provide further

guidance on how to access and use your NCE benefit. Note that VISTA alums are the

only AmeriCorps Alums to receive this benefit, which is good for one year starting

from your end of service date. NCE can be extended for up to two more years past the

expiration date by the hiring agency, under certain conditions as listed below.

• NCE is a special hiring appointment granted to AmeriCorps VISTA alumni in

Executive Order No. 11103 (April 10, 1963). – Section 415(d), Title IV, of the

Domestic Volunteer Service Act of 1973, as amended.

• NCE permits (but does not require) a federal agency to noncompetitively hire

an AmeriCorps VISTA alum who meets the minimum qualifications for the

position.

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• A hiring agency may extend the NCE period for two additional years if the

AmeriCorps VISTA alum, after the qualifying service, is:

o In the military;

o Studying at a recognized institution of higher learning; or

o Engaged in another activity which, in the hiring agency’s view, warrants

extension.

• The use of NCE status is up to the federal hiring manager.

• AmeriCorps VISTA alumni must use their Verification of VISTA Service letter

available via my.americorps.gov as documentation for their NCE status.

o Resources for further understanding NCE:

▪ How to use NCE Fact Sheet

▪ AmeriCorps Website on NCE

▪ USAJobs Help Center

EMPLOYERS OF NATIONAL SERVICE INITIATIVE

Launched in 2014, the purpose of the Employers of National Service (EONS)

initiative is to create a talent pipeline connecting AmeriCorps and Peace Corps alumni

with leading employers from the private, public and nonprofit sectors. To learn more

about Employers of National Service and see a full list of participating employers,

visit https://americorps.gov/partner/partnerships/employers-national-service. Additional job-

seeking resources can be found in the Alumni section of the AmeriCorps website,

including: Understanding Benefits of Service, National Service Resume Basics,

Creative Networking, Answering FAQs from Employers, and Employment and

Alumni with Disabilities.

APPLYING AMERICORPS VISTA SERVICE TOWARDS FEDERAL

BENEFITS/RETIREMENT

Alumni can count their service year(s) towards vacation accrual and retirement once

employed with the federal government. Alumni may make a FERS (Federal Employee

Retirement System) service credit deposit payment for any period of service

(excluding training time), regardless of when the service was performed. Paying the

service credit deposit will make this volunteer time creditable toward federal

retirement. Alumni who become federal employees must contact the Human

Resources/Benefits personnel at their federal agency to initiate the deposit process and

to make sure they are accruing vacation at the appropriate rate. Learn more about

applying service towards federal benefits/retirement at the OPM website.

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Chapter 13: Administrative Policies

ADMINISTRATIVE POLICIES

From time to time, unforeseen events occur that affect a member’s status of service.

For example, the project loses a key financial supporter; the sponsor staff leave the

organization; the member becomes seriously ill; the member does not perform

adequately; undisclosed criminal history is discovered, etc. In instances such as these,

AmeriCorps must act to resolve the

untenable situation. A candidate who

has not yet sworn in as a member may

face deselection. A member may elect

to resign from the AmeriCorps VISTA

program. Also, a member may be

given the opportunity to transfer to

another program, or face 1) early

termination for cause; 2) early

termination for lack of suitable

assignment; or 3) early termination for

medical reasons.

This chapter discusses the steps taken when circumstances necessitate a change in

service or a separation from service for a member.

BREAK IN SERVICE

ADMINISTRATIVE HOLD STATUS

Under certain circumstances, AmeriCorps staff may place you in “administrative

hold” status in the VISTA program. During the time you are on administrative hold,

you are not assigned to project; however, you are still a member and are subject to all

program laws, regulations, and policies.

Examples of when AmeriCorps staff may place you on administrative hold status

include, but are not limited to, when the project in which you have been serving

ceases operations or when the sponsoring organization where you have been serving

requests your removal from its project.

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At the discretion of AmeriCorps, while you are on administrative hold, your living

allowance may continue. However, the living allowance may cease if you are engaged

in activities that violate AmeriCorps or AmeriCorps VISTA program laws,

regulations, or policies.

Your end-of-service stipend or education award accrues during the administrative

hold period. The accrual of certain other payments – as listed in the table below – may

also continue.

STATUS OF SERVICE AND ELIGIBILITY FOR BENEFITS

Status of Service

Education

Award

End-of-Service

Stipend

Living

Allowance

Successful completion of year of

service

Full

Payments end

Deferral of service

Accrual

discontinues

Accrual

discontinues

Payments

discontinue

Transfer to another AmeriCorps

VISTA project

Accrual

continues

Accrual

continues

Payments

continue

Early departure for another

AmeriCorps program

Prorated,

if served at

least 335 days

Prorated,

if served at

least 335 days

Payments end

Deselection

Early termination for cause

(misconduct)

Payments end

Medical termination

Prorated

Payments end

Early termination for non-compelling

reason(s)

Payments end

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CHANGE IN SERVICE

TRANSFER TO ANOTHER AMERICORPS VISTA PROJECT

Transfer between projects is an uncommon occurrence, but it is sometimes

warranted. Examples when this may be warranted include project closure, natural

disaster, or other extenuating circumstance. AmeriCorps may approve the transfer of a

member to a different project during a term of service. The AmeriCorps staff member

may approve transfers when he or she determines the following conditions are met:

• The member has the necessary qualifications and desire to continue service but

is unable to do so at the current project assignment;

• The project-sponsoring organization that would be receiving the member

concurs in the transfer after contacting the former sponsoring organization or

AmeriCorps staff for an evaluation or assessment of the member.

Members are typically given a fifteen (15) day opportunity period to seek and secure

transfer to another project. During this opportunity period, members are placed in

administrative hold status in the AmeriCorps VISTA program.

EARLY DEPARTURE FOR ANOTHER AMERICORPS PROGRAM

In addition to VISTA, AmeriCorps has two other major community service programs.

They are the AmeriCorps National Civilian Community Corps (AmeriCorps NCCC),

and the AmeriCorps State and National program. AmeriCorps supports members who

are serving in one AmeriCorps program to continue their commitment to service by

serving in another AmeriCorps program. To that end, AmeriCorps members in the

VISTA program are encouraged to serve in another AmeriCorps program following

their VISTA service.

There may be instances when an member who has nearly completed AmeriCorps

VISTA service is accepted into a Peace Corps position or one of the other two

AmeriCorps programs and is required to depart service early to start training or

service. To accommodate such an instance, a member who has completed at least 335

days of service may terminate service with AmeriCorps VISTA with a prorated award

in order to meet a window of opportunity to enter either AmeriCorps NCCC,

AmeriCorps State and National, or Peace Corps service.

A prorated portion of the education award or end-of-service stipend corresponds to

that portion of the term served. For example, a member who has served 350 days

would be eligible to receive 96 percent of the education award or 96 percent of the

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end-of-service stipend (350/365 = .959). The member is required to prove acceptance

by the other service program to receive a prorated education award or end-of-service

stipend. The member may do so by submitting written proof of such acceptance to the

AmeriCorps Field Office.

DEFERRAL OF SERVICE

During the course of service, if you have to leave your service for a period of more

than 30 days but not more than six (6) months, and your departure is due to very

narrow, extenuating circumstances, you may be placed in “deferral of service” status

by AmeriCorps staff. However, approval for deferral of service status is quite rare.

Extenuating circumstances that justify attaining a deferral of service status are either a

member’s need to take military reserve leave or to fulfill a jury duty obligation of

more than 30 days.

You are not accorded deferral of service status if you are removed from service for

circumstances related to your proposed termination, your termination for cause, your

eligibility for a medical termination, or your removal from a project.

If you are placed in deferral of service

status, you may be reinstated into service

within six (6) months without

resubmitting an entire member application

form and without attending another Pre-

Service Orientation. If your leave based

on deferral of service status extends

beyond six (6) months, your deferral of

service status ceases and you will be

exited from the VISTA program. To be

reinstated once the leave is over, AmeriCorps may require you to resubmit a new

member application form.

During the time you are in deferral of service status, any or all allowances and end-of-

term benefits are discontinued, including your living allowance, your accrual of the

end-of-service stipend, your accrual of the education award, and your service-related

travel reimbursement. If you return to successfully complete your service following a

period of deferral, you are eligible to receive the end-of-service stipend or the Segal

AmeriCorps Education Award, whichever is applicable.

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SEPARATION FROM SERVICE

DESELECTION

To ensure that sponsoring organizations receive members who meet or exceed the

expectations and requirements of service, AmeriCorps may deselect a candidate

before enrollment in the VISTA program. Reasons for deselection include, but are not

limited to, the following:

• Failure to meet VISTA Member Orientation (VMO) training selection

standards which include, but are not limited to, the following types of conduct:

o Inability or refusal to perform or complete training assignments,

o Disruptive or inappropriate conduct during VMO sessions, or

o Failure to attend training VMO webinars.

• Refusal or inability to accept the VISTA Assignment Description.

• Refusal or inability to accept any term or condition of service.

• Failure to take the Oath of Service and/or to properly submit the electronic

Oath of Service form.

• Failure to commence service.

EARLY TERMINATION FOR CAUSE

AmeriCorps may terminate you as a member based on your conduct or performance

(termination for cause), such as the following non-exhaustive reasons:

• Conviction of a criminal offense under federal, state, or local statute or

ordinance;

• Violation of any provision of the Domestic Volunteer Service Act of 1973, as

amended, or an AmeriCorps regulation, policy, or guideline;

• Failure, refusal, or inability to perform prescribed project duties as outlined in

the project application or assignment description and as directed by the

sponsoring organization to which you are assigned;

• Involvement in activities that substantially interfere with your performance of

project duties;

• Intentional false statement, omission, fraud, or deception in obtaining selection

as a member;

• Any conduct on your part that substantially diminishes your effectiveness as an

AmeriCorps VISTA member; or

• Unsatisfactory performance of assignment.

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Grounds for termination for cause also include: a member’s failure to perform

assignments in the VMO; a member’s failure to punctually submit information to

AmeriCorps for completion of a criminal history check; being Absent Without Leave

from a project site (even for a day); and exhausting and exceeding allowable leave

prior to the end of your service term.

MEDICAL TERMINATION

If you are unable to perform or resume project duties because of a medical condition,

or if it reasonably appears that you are unable to perform or resume your project

duties within the approved medical leave period, you are subject to medical

termination. AmeriCorps determines whether to terminate you for a medical reason(s)

on the basis of information from your attending medical professional, or other

relevant information obtained by AmeriCorps.

When it is determined that you are unable to perform or resume project duties,

AmeriCorps issues you a written notice of medical termination, which includes the

effective date. Following your submission of required documentation, you may be

eligible to receive a prorated end-of-service award (i.e., a prorated education award or

prorated stipend). If you medically terminate and wish to serve again with

AmeriCorps VISTA, you must reapply to the program to start a new, full term of

service.

You may appeal the AmeriCorps decision of medical termination. If you choose to

appeal, you must submit a written appeal and supporting documentation within fifteen

(15) days of receiving the written notice of medical termination. The written appeal

and supporting documentation are submitted to the VMSU Director.

The VMSU Director reviews all appeal information submitted and may request

additional information. After review of all pertinent information, the VMSU Director

renders a final decision on your appeal. If the final decision on appeal sustains the

medical termination, the medical termination remains in effect. If the final decision on

appeal overturns the medical termination, you are reinstated into AmeriCorps VISTA

service retroactive to the effective date of termination. The final decision on appeal is

a final agency decision.

REMOVAL FROM PROJECT

Removal of a member from serving in a particular project assignment sometimes

occurs. There are two common ways such a removal may occur: (1) a project requests

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a member's removal, or (2) a project cannot continue to operate all or part of its

AmeriCorps VISTA program.

With regard to the first scenario, the project requests the removal in writing to the

AmeriCorps Field Office, and the request should be supported by a statement of

reason.

The sole authority for terminating a member, or giving a member the opportunity to

transfer, rests with AmeriCorps. The sponsoring organization's request for removal of

a member, including a written statement addressing the circumstances, is submitted to

the AmeriCorps Senior Portfolio Manager. A VISTA Case Manager notifies the

member of the request. During the period when AmeriCorps is assessing whether

proposing termination for cause is warranted, or instead, providing the member an

opportunity to transfer to another project, the member is placed in administrative hold

status where he or she may not return to the project site or sponsoring organization.

The member is notified in writing of his or her administrative hold status, whether he

or she will receive allowances, and the prohibition on engagement in any project-

related activities during that period.

AmeriCorps will take one of the following actions concerning a member who has

been removed from a project assignment:

• Accept the member's resignation from the AmeriCorps VISTA program, which

is an option at any time in the process;

• A Portfolio Manager may be available to support the member in locating

another suitable assignment if the removal was not due to conduct or

performance issues. If the member does not secure reassignment within the

prescribed opportunity period, the member is terminated from service for lack

of suitable assignment. In some instances, such an early termination from the

program would be for a non-cause reason. There are no 45 CFR Part 2556

appeal rights for early termination for lack of suitable assignment. Members

may grieve terminations for lack of suitable assignment under 45 CFR Part

2556.350(a);

• If removal from the project is for a reason listed above in "Early Termination

for Cause," the member may appeal the early termination to establish whether

such termination from service is supported by sufficient evidence. Termination

appeal procedures are outlined in 45 CFR Part 2556 Subpart E; or

• If AmeriCorps determines that removal from the project based on a reason cited

under "Early Termination for Cause" is not established by adequate evidence,

AmeriCorps will cease termination for cause proceedings and provide the

member an opportunity to secure reassignment at another project. If the

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member does not secure reassignment within the prescribed opportunity period,

the member will be terminated for lack of suitable assignment.

With regard to the second reason a member may be removed from a project

assignment, the removal may occur because a project cannot continue to operate all or

part of its AmeriCorps VISTA program. Examples of this type of removal from a

project happen when the Memorandum of Agreement between AmeriCorps and the

sponsoring organization is terminated or not renewed. In such cases, the member’s

removal from the project is due to no fault of his/her own, and the member is placed

in administrative hold status and given an opportunity to secure reassignment. If,

despite the member’s good faith efforts to secure reassignment, no appropriate

reassignment is secured by the member within the prescribed opportunity period, the

member may be terminated for lack of suitable assignment. Depending upon the

situation, his/her termination may be based on a “compelling personal circumstance”

and s/he may be eligible for a prorated end-of-service award. The VISTA Case

Manager assesses the relevant facts and determines whether the member has

established a compelling, personal circumstance, and is therefore eligible for a

prorated award.

TERMINATION FOR LACK OF SUITABLE ASSIGNMENT

If AmeriCorps removes a member from a project, for reasons other than those listed

above in "Early Termination for Cause," the AmeriCorps Field Office may be

available to support the member in locating another assignment. If the member does

not secure reassignment within the prescribed time period, the member is terminated

from service for lack of a suitable assignment.

Termination for lack of suitable assignment is never, by itself, sufficient to make a

member eligible for a prorated education award or end-of-service

stipend. Specifically, a member who is terminated for lack of a suitable assignment is

not eligible for a prorated education award or end-of-service stipend unless the

member can also demonstrate the early termination was due to a "compelling personal

circumstance." For example, a member's lack of interest in a possible new assignment

does not establish a compelling personal circumstance. Similarly, the fact that a

possible new assignment is not similar to the member’s prior project assignment does

not establish a compelling personal circumstance. Moreover, a member’s multiple,

yet unsuccessful, efforts to secure reassignment are not sufficient, by themselves, to

establish a compelling personal circumstance. Rather, examples of situations that

constitute a compelling personal circumstance are listed below in "Early Termination

of a VISTA Member for a Compelling Personal Circumstance."

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If a member is offered an appropriate reassignment and declines the new assignment,

AmeriCorps has no obligation to offer additional or alternative assignments. In this

instance, the member is not eligible to receive a prorated education award or end-of-

service stipend.

A member terminated early for lack of suitable assignment does not have appeal

rights under 45 CFR Part 2556; however, the member may grieve termination for lack

of suitable assignment under 45 CFR Part 2556.350 and 2556.360.

RESIGNATION

If the VISTA Case Manager believes that you may be subject to "for-cause

termination" for any reasons cited above in "Early Termination for Cause," the

VISTA Case Manager will communicate with you about the matter. If the staff

member states that grounds for termination exist, you will be given an opportunity to

resign in lieu of being terminated for cause. You, or a designee, may inform the

VISTA Case Manager in writing that you are resigning from the AmeriCorps VISTA

program. If you do not resign, the administrative procedures outlined in 45 CFR Part

2556.420 will be followed.

You may also choose to resign from service for personal reasons. Resignations must

always be in writing. When practicable, written notice of resignation should be given

at least two weeks in advance to ensure that your departure will be minimally

disruptive to the project and the AmeriCorps VISTA program.

Members who intend to resign early from service should notify their supervisor, who

will contact the AmeriCorps Field Office. AmeriCorps will unlock the Future Plans

Form in the Close of Service area of the member's my.americorps.gov account. Once

the Future Plans Form is unlocked, the member completes Part A of the form and

notifies the supervisor to complete Part B and submit to AmeriCorps. It is important

to notify AmeriCorps in time to avoid overpayment of the biweekly living allowance

and other member allowances and benefits.

EARLY TERMINATION OF A VISTA MEMBER FOR A COMPELLING PERSONAL

CIRCUMSTANCE

In rare circumstances, members may qualify for a prorated end-of-service stipend or

prorated education award because they demonstrate that they need to leave service

early for a “compelling personal circumstance.”

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The VISTA Case Manager retains the authority to approve a member's eligibility for a

prorated end-of-service stipend or prorated education award if the member leaves

service early because of a compelling personal circumstance, such as:

• Serious medical condition or disability of the member, which prohibits the

member from effectively completing his/her term of service;

• Death, critical illness, or disability of an immediate family member (spouse,

domestic partner, parent, grandparent, sibling, child, or legal guardian), if this

event makes completing a term unreasonably difficult or impossible; or

• Conditions attributable to either nature or the program and not to the member,

such as natural disaster, strike, or premature closing of a project or program,

that makes completing a term unreasonably difficult or impossible.

A prorated end-of-service stipend or prorated education award may also be given for

public policy reasons or other extenuating circumstances, as determined by the

VISTA Case Manager, such as:

• Fulfilling military service obligations;

• Fulfilling jury duty obligations;

• Accepting permanent employment by a member who is a recipient of

Temporary Assistance to Needy Families (TANF);

• Accepting another AmeriCorps or NCCC position (if VISTA member has

served at least 335 days); or

• Accepting a Peace Corps Volunteer position (if VISTA member has served at

least 335 days).

Under no circumstances does a member’s termination for cause make the member

eligible for a prorated end-of-service award. In addition, neither resigning from

service, outside of the reasons listed for a CPC, nor leaving service to enroll in school,

nor leaving service to obtain or to engage in employment, makes a member eligible

for a prorated end-of-service award. Similarly, a member’s dissatisfaction with the

project or program does not make the member eligible for a prorated end-of-service

award. Additionally, absent a showing of a compelling personal circumstance,

termination for lack of suitable assignment does not make a member eligible for a

prorated end-of-service award.

Generally, members have the responsibility for demonstrating a compelling personal

circumstance that prevents them from completing their term of service. Members must

communicate and provide documentation of these circumstances to the VISTA Case

Manager for a determination.

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Types of Acceptable Documentation to Show a Compelling Personal Circumstance

• Serious medical condition or disability of the member – Documentation

from the treating physician or other medical provider that indicates the member

is unable to continue to serve because of a serious medical condition or a

disabling condition. Documentation must be on official letterhead and include

the medical provider's contact information.

• Critical illness or disability of an immediate family member –

Documentation from the treating physician or other medical provider that

indicates an immediate family member has a critical illness or disabling

condition. Documentation must be on official letterhead and include the

medical provider's contact information.

• Death of an immediate family member – A copy of the death certificate,

reference to a published obituary, or other official written documentation of

death (e.g., copy of newspaper article).

• Fulfilling military service obligations – A copy of the member's orders to

report for military service.

• Fulfilling jury duty obligations – A copy of the court notice requiring the

member to report, as well as selection, for jury duty.

• Accepting employment by a member who is a recipient of Temporary

Assistance to Needy Families – Documentation from the appropriate

government office indicating the member is a recipient of Temporary

Assistance to Needy Families (TANF), as well as documentation of

employment acceptance from the employer.

• Accepting another AmeriCorps or NCCC position (if the member has

served at least 335 days) – Documentation of the member's acceptance into

the AmeriCorps or NCCC program and the training or start date.

• Accepting a Peace Corps Volunteer position (if VISTA has served at least

335 days) – Documentation of the member’s acceptance into Peace Corps and

the training or start date.

Chapter 14: Terms & Conditions of Service

TERMS & CONDITIONS OF SERVICE

The chapter introduces you to other important terms and conditions of service, such as

limitation on activities, expressing views and concerns regarding service, property

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loss, responsibility for financial debt, intellectual property created during service, the

evacuation policy for members, and more.

TELESERVICE

A fundamental assumption of service is

that members serve in a low-income

community at the sponsor’s location and

project site. Under limited

circumstances, the AmeriCorps Field

Office may approve a member’s request

to perform service with a project under a

teleservice agreement where they can

perform project-related duties from

home. Members who request to serve

under a teleservice arrangement under

the auspices of a reasonable accommodation request are excluded from this policy, as

those requests are covered under other laws and policies.

Requests for episodic teleservice, not to exceed two days per week, may be

considered after a member has been serving satisfactorily at the project site at least

one month. The supervisor must agree that the following service requirements are

fully satisfied:

1. The member knows the organization and the people within it well enough to

effectively build capacity within the organization

2. The member lives near and serves the people in the community and knows the

community and people sufficiently to serve them well

3. The member has proven to the sponsor/supervisor to be a reliable team member

(punctual, motivated, professional, thorough, etc.)

4. The member understands that service is not a 9-5 assignment; that it demands

flexibility and availability in one’s schedule

5. The supervisor acts as a coach and mentor and goes beyond the responsibilities

of a supervisor to an employee

6. The member has access to reliable internet and phone to be able to teleserve

and be contacted as needed.

In addition to the prerequisites above, the member’s VISTA Assignment Description

(VAD) must lend itself to teleservice by including tasks that can be completed from

home.

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To apply for an episodic teleservice arrangement, a member must (1) download

the Teleservice Request Form; (2) complete the form and obtain the supervisor’s

approval and signature; and (3) ensure the Supervisor maintains a copy of the signed

form. A member cannot engage in teleservice unless the member gets the written

approval of the supervisor. At the discretion of AmeriCorps, a teleservice arrangement

for a member can be revoked at any time, without prior notice.

RULES AND RESTRICTIONS

Outside Employment

As a member, you are expected to honor your commitment to serve on a full-time

basis for one year. While members are allowed to seek and secure outside part-time

employment, it must not conflict with the member’s service or service hours as

assigned by the sponsor.

Members must remain available for service at all times during the member's term of

service, except for periods of approved leave. As a result, you may not be absent from

the project without approval from the sponsoring organization or supervisor.

If you take outside employment while serving as a member, you are not permitted to

be an employee of or contractor for the sponsor or sub-site to which you are assigned

to serve. While in service, you may only accept outside employment for positions that

are:

• Legal;

• Part-time;

• Do not conflict with your service or service hours;

• Do not violate any applicable Federal, state, or local laws and regulations;

• Do not conflict with any AmeriCorps VISTA program requirements or policies;

and

• Approved by supervisor.

Before accepting such outside employment, you must obtain the approval of your

supervisor. If you are already working in a part-time position, you must immediately

obtain the approval of your supervisor to continue to do so. To approve your outside

employment, your supervisor must ensure there is no conflict between the

employment and your service or service hours. Accepting outside employment

without prior authorization from your supervisor is cause for termination.

To obtain supervisor approval before accepting outside employment, please complete

and submit the Outside Employment Request Form to your supervisor.

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Additionally, individuals may not enroll in another AmeriCorps program while

serving with AmeriCorps VISTA. Concurrent enrollment in another program

(AmeriCorps NCCC, AmeriCorps State/National, etc.) is not permitted.

ADDITIONAL TERMS OF SERVICE

Under certain circumstances, a member may extend or reenroll in service beyond one

year, for up to five years. You may pursue additional terms of service with your initial

project or in another area of interest as a member or leader. Extensions and

reenrollments are subject to AmeriCorps approval.

EDUCATIONAL COURSES

Members and leaders may participate in online or in-person classes, regardless of

subject matter, during their service year. However, the AmeriCorps VISTA program

is a full immersion experience that requires its members to be able to attend

community meetings and dedicate themselves to understanding and serving the

community to which they are assigned.

Course work and class scheduling must not interfere with the operations of the project

or your responsibilities. You and your supervisor will need to determine whether

course requirements detract from your commitment to the project. If you enrolled in a

class(es) before you became a member, discuss your study plan right away with your

supervisor and make sure that the class(es) will not interfere with your project.

Enrollment in courses without prior authorization from your supervisor is cause for

termination.

Service to the sponsoring organization and community takes precedence over course

work. If a member or leader is unable to complete assigned tasks or responsibilities

due to course work, the supervisor will contact the AmeriCorps Field Office. If

schedules and demands of the sponsoring organization and the course cannot be

balanced, the AmeriCorps Field Office will direct the member or leader to withdraw

from the course. Failure to withdraw will be cause for termination from the program

and forfeiture of all benefits.

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FINANCIAL OBLIGATIONS

A member may participate in scholarship and financial aid programs, provided the

program requirements do not interfere with the operations of the project to which they

are assigned or the responsibilities of the member. The project’s needs supersede any

such program requirements.

WORK STUDY, FELLOWSHIP, AND INTERNSHIP PROGRAMS

A member may participate in paid work study, fellowships, and/or internship

programs provided the fellowship or program is not in conflict with the duties and

other relevant policies of service.

MEMBER HOUSING

One of the three fundamental assumptions of AmeriCorps VISTA is that the skills and

energies of members are used most effectively when they live and work with the low-

income people they are serving. In keeping with this philosophy, you are expected to

secure housing using your living allowance, which is provided to cover the basic costs

of food, housing, and utilities. You should look for housing within the community to

which you are assigned. Because members' living allowances are limited, you are

allowed to accept offers of free or low-cost housing made by community members,

local organizations, educational institutions, or sponsoring organizations.

Some examples of housing that you may accept include:

• A community resident offers unused free housing space to you because he or

she is proud to have a member in the community.

• A local business wants to offer a vacant apartment over the shop area.

• A national housing company offers reduced-rate housing for volunteers who

are serving in a given community and you meet the eligibility requirements.

• A local, state, or federal government agency provides free or low-cost housing

in areas with limited housing opportunities.

• A sponsoring organization rents housing space on your behalf.

• A sponsoring organization allows you to occupy a portion of existing space the

sponsor already owns or rents.

Under no circumstances may you accept money directly from a sponsoring

organization to supplement your living allowance or pay for rent or mortgage. All

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housing support must be paid directly to the landlord, leasing agent, or mortgage

holder.

Accepting free or reduced-cost housing may increase the amount of your reportable

income for tax purposes. If you receive housing assistance you may receive a 1099

form to aid you in reporting this on your tax return.

You are also fully responsible for any legal or financial issues with your landlord

(e.g., the project closes and you owe money on your lease).

EXPRESSING YOUR VIEWS AND CONCERNS REGARDING SERVICE

There are procedures that allow for systematic and open communication of your

views, and for effective resolution of your concerns regarding the terms and

conditions of your service.

INFORMAL PROCEDURE

AmeriCorps provides for:

• A free and open opportunity for you to communicate your views to appropriate

AmeriCorps officials

• An opportunity for you to be heard in connection with the terms and conditions

of your service

• Response to and possible resolution of your problems or concerns by

appropriate AmeriCorps officials

If you believe your concerns regarding the terms and conditions of service have not

been properly addressed, you may communicate those concerns directly to your

AmeriCorps field Office which can be found

here: https://americorps.gov/contact/region-offices

AMERICORPS VISTA GRIEVANCE PROCEDURE

During your service, a circumstance may arise that directly affects your service

situation or that you believe violates regulations governing the terms and conditions of

service, resulting in a denial or infringement of a right or benefit to you. In such a

circumstance, you may file a grievance.

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The member grievance procedure is contained in 45 CFR Part 2556.360. You should

read the procedure in its entirety before initiating any grievance. Under this procedure,

you are not permitted to grieve matters for which a separate administrative procedure

(e.g., discrimination complaints as discussed in Chapter 15) is provided.

Consequently, you may not grieve matters that are processed through the Volunteer

Discrimination Complaint Procedure, which is contained in 45 CFR Part 1225 Subpart

PROPERTY LOSS

Members, leaders, and candidates are responsible for safeguarding their personal

property. Neither AmeriCorps nor the VISTA program is an insurer of personal

property or cash and does not replace or reimburse for the loss of personal property or

cash.

AmeriCorps does not insure personal property; however, it can reimburse members

for lost, damaged, or stolen property under certain circumstances and for limited

amounts. You are strongly urged not to take expensive property to assignments and to

maintain your own insurance against property loss and damage during your service.

If essential belongings are lost, you will be reimbursed only with sufficient funds (up

to $500.00 for your service term) to obtain replacement items adequate to function on

your assignment. For example, if you lose expensive items in your wardrobe,

reimbursement is based on the cost of replacing the items with clothing suitable for

the project assignment. No reimbursement is made for luxury items, such as

photographic or electronic equipment, unless they are deemed essential to your

assignment.

If you suffer a loss, the VISTA Member Support Unit requires a written statement,

that:

• Describes in detail the circumstances surrounding the loss.

• Itemizes the property or allowance lost.

• Explains why the property or allowance is essential to your ability to serve

effectively.

• Indicates whether the property or allowance was covered by insurance.

o If the property or allowance was covered by insurance, includes the

policy number (if known), whether and when a claim has been presented

to the insurer, and the action, if any, the insurer has taken with respect to

the claim.

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• States that you agree to reimburse AmeriCorps for any such recovery of

replaced property or payments received in reimbursement.

• Provides evidence, in the case of theft, that such theft has been reported to the

appropriate law enforcement authorities. Such evidence should include a copy

of the police report. Lost or stolen allowance checks are not covered by these

procedures. Please refer to Chapter 5’s guidance related to payment by paper

check for the specific policy dealing with lost checks.

OTHER MATTERS WHILE IN SERVICE

RESPONSIBILITY FOR FINANCIAL DEBTS

AmeriCorps is not responsible for debts incurred by you to commercial creditors,

regardless of when you incur a debt. AmeriCorps has no authority to act as an

intermediary to collect private debts on behalf of a creditor or claimant, nor does

AmeriCorps have the authority to direct you to take specific action concerning your

financial affairs.

You are encouraged to pay all legal debts promptly to avoid a situation that would

impair your ability to effectively complete your term of service. In cases of continued

financial irresponsibility to the extent of embarrassment or adverse reflection upon the

sponsoring organization's project or the AmeriCorps VISTA program, AmeriCorps

may take administrative or disciplinary action up to and including termination.

Neither you nor the sponsoring organization is authorized to obtain extension of credit

by representing yourself as an employee of the federal government. AmeriCorps also

assumes no financial responsibility for a nonmember spouse or for dependents.

KEEPING IN TOUCH

Change of Address Notification

If your contact information changes (phone number, email, mailing address), you

must update your profile on your Member Homepage in

your my.americorps.gov account immediately to ensure timely delivery of

correspondence and tax documents.

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Change of Name Notification

The AmeriCorps Field Office and the VISTA Member Support Unit should be

notified in writing via the National Service Hotline of a change in your name or

marital status for record keeping. Legal documentation of the name change (marriage

certificate, divorce decree, name change form) is required. Documentation should be

provided to the National Service Hotline via a secure link, which can be requested by

calling the AmeriCorps Hotline, and must include full name, NSPID and contact

information.

Disclosure and Use of Member Addresses

AmeriCorps will use members' private addresses for internal administrative purposes

only. Your private address (home of record or residence during service) may be

disclosed by AmeriCorps with your prior written permission, or to duly authorized

representatives of federal investigative agencies, including AmeriCorps’ Office of

Inspector General, and pursuant to the Freedom of Information Act.

The mailing address of projects are public knowledge and may be disclosed when

requested.

SUPPLIES AND EQUIPMENT

Because it is the policy of AmeriCorps to encourage self-help and mobilization of

resources, AmeriCorps does not provide equipment or supplies required by members

in their project assignment. If special equipment or supplies are necessary to

successfully implement a project, they must be provided by the sponsoring

organization.

DONATED AND OTHER GIFTS TO BENEFIT THE PROJECT

AmeriCorps does not pay shipping costs for gifts or materials that have been donated

or obtained by you to benefit the project to which you are assigned. Such costs should

be borne by the sponsoring organization.

INTELLECTUAL PROPERTY CREATED DURING SERVICE

You have the right to copyright work that is subject to copyright, including software

designs, training manuals, curricula, videotapes, and other products created by you

while serving as a member. You may not sell any work, however, that includes an

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AmeriCorps logo without prior written approval of AmeriCorps. By enrolling in

AmeriCorps VISTA, with regard to products created by you while serving as a

member, you agree to give AmeriCorps and the sponsoring organization an unlimited,

royalty-free, nonexclusive, and irrevocable license to obtain, use, reproduce, publish,

or disseminate products, including data produced for the sponsoring organization, and

you agree to authorize others to do so. AmeriCorps may distribute such products

through a designated clearinghouse.

EVACUATION POLICY FOR AMERICORPS VISTA MEMBERS

If an emergency situation arises in your area of service that poses a potential or actual

threat to life or property, such as a natural disaster, you are expected to abide by the

evacuation policy for members:

• Follow the orders or recommendations of the state and local governments

regarding the need to evacuate an area and any other necessary safety

measures.

• Seek safe haven (evacuation shelters, etc.) and contact the AmeriCorps Field

Office and your project supervisor to notify them of your whereabouts within

48 hours. If the AmeriCorps Field Office cannot be reached, contact the

National Service Hotline at 800-942-2677; identify yourself, your project, your

current location, and how best to contact you.

• If after five days, you cannot return to your project site:

o Contact the AmeriCorps Field Office to confirm the state of emergency.

If the Field Office cannot be contacted, return to your home of record,

and call the National Service Hotline at 800-942-2677, to inform

AmeriCorps of your return home. If your home of record is in the

affected community, remain in the safe haven. If the field office foresees

the possibility of you returning to your site within a work week, it may

request you to remain in safe haven, provided you are secure.

o Unless otherwise directed by the AmeriCorps Field Office, you are

placed in administrative hold and you continue to receive a living

allowance for 30 days. You may seek an assignment at another project in

another area through a request to the AmeriCorps Field Office. If after

30 days, your original project site remains closed, and no other

assignment has been identified, then your service is terminated for

compelling reasons.

• An advance for emergency expenses, including return to home of record, up to

$500, is available from your sponsoring organization. If funds are not available,

contact the AmeriCorps Field Office. If the Field Office cannot be reached and

you need to request an advance for travel, call the National Service Hotline at

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800-942-2677, for assistance. Remember to keep the receipts to verify your

emergency travel expenditures.

Chapter 15: Basic Laws & Federal

Regulations

BASIC LAWS & FEDERAL REGULATIONS

AmeriCorps is a federal agency in the Executive Branch of the U.S. government. The

following federal laws and regulations must be carried out by AmeriCorps, and

followed by sponsoring organizations, accordingly. As a member, you are required to

follow these laws and regulations and are afforded certain legal protections provided

by them.

ELIGIBILITY REQUIREMENTS: AGE & CITIZENSHIP

You may apply to serve as a member as long as you will be at least 18 years old when

you take the oath of service. There is no upper age limit and many retired individuals

have fond memories of serving with AmeriCorps VISTA.

To serve in AmeriCorps VISTA, individuals must be US citizens, US nationals,

lawful permanent residents, or persons legally residing in a state. Persons legally

residing in a state include those having the following legal residency classifications:

• Refugee status

• Asylum or Asylee status

• Temporary protected status

• Deferred Action for Childhood Arrivals (DACA) status

Prior to attending training or starting service, you may be requested to submit

documentation verifying that you are either a United States citizen, a United States

national, or a person legally residing within a state. Your AmeriCorps Field Office

will provide instructions. To be eligible to serve in AmeriCorps VISTA, all non-U.S.

citizens must have a permanent resident visa (e.g., green card) or other indication of

eligible status.

By law, only members who are either: US citizens; US nationals; or lawful permanent

resident aliens (sometimes referred to as “lawful permanent residents”), are eligible to

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receive an AmeriCorps Segal Education Award in lieu of an end-of-service cash

stipend. Persons legally residing in a state – but who are not US citizens, US

nationals, or lawful permanent residents – are only eligible to receive an end-of-

service cash stipend.

See 45 C.F.R. Part 2556 Subpart C and Subpart D for more information regarding

these basic eligibility requirements, terms, protections, and benefits.

OATH OF SERVICE

Upon enrollment in service, you must take an oath as set forth in 5 U.S.C. § 3331. If

you legally reside in a state but are not a citizen or national of the United States, you

may serve in AmeriCorps VISTA without taking or subscribing to the oath, if

AmeriCorps determines that your service will further the interest of the United States.

In such a case, you will be required to take an alternative oath or affirmation.

CIVIL RIGHTS AND NON-DISCRIMINATION

GOVERNING FEDERAL LAWS AND ORDERS

As a member, a number of federal laws protect your civil rights. These laws prohibit

discrimination in programs and activities where you serve-that is, programs and

activities that receive federal financial assistance from AmeriCorps. The laws

prohibit:

• Discrimination based on race, color, or national origin (Title VI of The Civil

Rights Act of 1964 [42 U.S.C. §§ 2000d et seq.])

• Discrimination based on sex (Title IX of the Education Amendments of 1972

[20 U.S.C. §§ 1681 et seq.])

• Discrimination based on disability (Section 504 of the Rehabilitation Act of

1973 [29 U.S.C. §§ 791 et seq.])

• Age Discrimination (Age Discrimination Act of 1975 [42 U.S.C. §§ 6101 et

seq.])

• Discrimination based on race, color, national origin, sex, age, disability,

religion, or political affiliation (Domestic Volunteer Service Act of 1973 [42

U.S.C. § 5057])

Presidential Executive Order 13160 (June 23, 2000) also prohibits discrimination on

the basis of race, sex, color, national origin, disability, religion, age, sexual

orientation, and parental status in federally conducted education and training

programs, such as training conducted by AmeriCorps.

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Section 504 of the Rehabilitation Act of 1973, mentioned above, requires sponsoring

organizations to make their programs and facilities accessible to persons with

disabilities, be they members, beneficiaries, employees, or the general public.

Accessibility includes the physical accessibility of buildings (including buildings

where public meetings are held), public information dissemination (for the sight,

hearing, or mentally impaired), and workplace accessibility. This law also requires

sponsoring organizations to provide reasonable accommodations to qualified

members, beneficiaries, employees, or members of the public. AmeriCorps

regulations that deal with section 504 of the Rehabilitation Act of 1973 are contained

in 45 CFR Part 1232.

Title VI of the Civil Rights Act of 1964 (Title VI), mentioned above, also requires

sponsoring organizations to eliminate, to the maximum extent possible, English

proficiency as an artificial barrier to full and meaningful participation by

beneficiaries, AmeriCorps VISTA members, and members of the public in federally

assisted programs.

Title IX of the Education Amendments of 1972 (Title IX), also mentioned above,

requires sponsoring organizations to eliminate (with certain exceptions) sex

discrimination in their education programs and activities, regardless of whether a

sponsoring organization is itself an educational institution.

In addition, as set forth in the Domestic Volunteer Service Act of 1973 (DVSA),

mentioned above, for a sponsoring organization to be extended federal financial

assistance, it must make and comply with all non-discrimination assurances in the

grant, contract, or agreement authorizing the federal financial assistance. The

sponsoring organization must specifically assure that no person with responsibilities

for the operation of the organization will discriminate with respect to the program

because of race, religion, color, national origin, sex, age, disability, or political

affiliation. AmeriCorps monitors continued compliance with these assurances.

Title VI Filing

Any applicant, trainee, or member, or other program beneficiary, who believes he/she

has been discriminated against, based on race, color, or national origin in the services

provided by an sponsoring organization may file a discrimination complaint with

AmeriCorps under Title VI of the Civil Rights Act of 1964 (Title VI) procedures.

Title VI also prohibits AmeriCorps VISTA program beneficiaries, based on race,

color, or national origin, from being excluded by sponsoring organizations from

participation in an AmeriCorps VISTA program. Under Title VI, program

beneficiaries are also prohibited from being denied the benefits, from sponsoring

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organizations, of AmeriCorps VISTA programs because of race, color, or national

origin. Finally, under Title VI program beneficiaries are prohibited from being

subjected to discrimination by sponsoring organizations because of race, color, or

national origin. (42 U.S.C. §2000d)

Therefore, any applicant, trainee, or

member, or other program beneficiary,

who believes he/she has been subjected

to discrimination by a sponsoring

organization, in violation of Title VI,

may file a written complaint with

AmeriCorps’ Equal Opportunity

Program (EOP) or AmeriCorps’ Chief

Executive Officer using the procedures

set forth in 45 CFR 1225, Subpart B,

"Nondiscrimination in federally

assisted programs-effectuation of Title VI of the Civil Rights Act of 1964."

Title IX Filing

Title IX prohibits AmeriCorps VISTA program beneficiaries from being denied the

benefits of, or being subject to discrimination under, any education program or

activity operated by a sponsoring organization because of their sex (20 U.S.C. §§

1681 et seq.) Any applicant, trainee, or member, or other program beneficiary, who

believes he/she has been discriminated against, because of sex, in any education

program or activity provided by a sponsoring organization may file a discrimination

complaint with AmeriCorps by filing a written complaint with AmeriCorps’ Equal

Opportunity Program (EOP) or the Chief Executive Officer of AmeriCorps using the

procedures set forth in 45 CFR Part 1225, Subpart B, "Nondiscrimination in federally

assisted programs effectuation of Title VI of the Civil Rights Act of 1964." The same

procedures used for filing a complaint under Title VI (see above) are used for filing a

complaint under Title IX.

DVSA Filing

The Domestic Volunteer Service Act of 1973 (DVSA) prohibits discrimination in the

recruitment, selection, placement, service, or termination of any applicant, trainee,

member, or other program beneficiary, because of race, color, national origin,

religion, age, sex, disability, or political affiliation. If you believe you have been

subject to any such discrimination, you may file a discrimination complaint with

AmeriCorps. Any such person may use the discrimination complaint procedures set

forth in 45 CFR Part 1225, Subpart B.

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PROHIBITION AGAINST HARASSMENT

As discussed above, the federal laws governing members strictly prohibit harassment

in sponsoring organization programs and activities. Harassment may be a form of

legally prohibited discrimination; regardless, it is always unacceptable.

AmeriCorps is committed to the notion that all persons serving in the AmeriCorps

VISTA program be treated with dignity and respect, regardless of non-merit factors

such as race, color, national origin, sex, sexual orientation, religion, age, disability,

political affiliation, marital or parental status, or military service. To that end,

AmeriCorps is committed to sponsoring organization environments and service sites

being free of sexual, racial, ethnic, religious, or other harassment.

Slurs and other verbal or physical conduct relating to an individual's sex, race,

ethnicity, religion, or any other non-merit basis constitute harassment when it has the

purpose or effect of interfering with service performance or creating an intimidating,

hostile, or offensive service environment. Harassment includes, but is not limited to:

• Explicit or implicit demands for sexual favors

• Pressure for dates; deliberate touching, leaning over, or cornering; offensive

teasing, jokes, remarks, or questions

• Letters, phone calls, or distribution or display of offensive materials

• Offensive looks or gestures; gender, racial, ethnic, or religious baiting; physical

assaults or other threatening behavior

• Demeaning, debasing, and abusive comments or actions that intimidate; the

comments or actions must be unwelcome

Harassment may be by persons of the same or different races, sexes, religions, or

ethnic origins. It may be carried out by another service member, a sponsoring

organization staff member, a project or site employee or supervisor, or another

program beneficiary such as a client. Conduct directed at one member may create an

offensive environment for other members.

It is also unlawful for a sponsoring organization to retaliate against a member who

complains of harassment, regardless of whether or not the sponsoring organization

believes the underlying complaint is valid. It is also unlawful for a sponsoring

organization to retaliate against a member who testifies or participates in any way in a

harassment investigation, proceeding, or litigation.

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When investigating allegations of sexual and other illegal harassment, the whole

record is reviewed. The circumstances, such as the nature of the comments or actions,

and the context in which the alleged incidents occurred are considered and a

determination on the allegations is made from the facts on a case-by-case basis.

It is helpful for a victim of harassment to inform the harasser directly and immediately

that the conduct is unwelcome and must stop. If the victim is a member, the member

should use any appropriate complaint mechanism or grievance system available, as

discussed above and below.

DISCRIMINATION COMPLAINT PROCEDURES

It is advisable for a member who believes he/she may be a victim of discrimination or

harassment as described above to first bring it to the attention of his/her sponsoring

organization. If, because of the circumstances, it is not possible to do so, the member

should contact the AmeriCorps Field Office or the Equal Opportunity Program (EOP)

at AmeriCorps Headquarters in Washington, DC. Claims not brought to the attention

of EOP within 45 days of their occurrence may not be accepted in a formal complaint

of discrimination. No one can be required to use a program, project, or sponsor

dispute resolution procedure before contacting EOP, and if another procedure is used,

it does not affect the 45-day time limit. EOP may be reached at 202-606-7503 (voice),

301-577-7134 (TTY), or [email protected]ov.

LIMITATION ON MEMBER ACTIVITIES AND DUTIES

AMERICORPS GUIDELINES ON SERVICE OF MEMBERS IN RELIGIOUS

ORGANIZATIONS OR ACTIVITIES

AmeriCorps acknowledges that religious activities play a positive role in healthy

communities, that religion is a defining characteristic of many community

organizations (faith-based and secular), and that religious-based belief and action are

central to many members' lives.

It is important, however, that programs and their members do not endorse or promote,

or appear to endorse or promote, religion or a specific religious belief. Consequently,

we impose a number of limitations on activities that programs can support and in

which members can engage while serving, or when otherwise representing,

AmeriCorps VISTA. Members are free to pursue these activities on their own

initiative on non- AmeriCorps VISTA time, and using non-AmeriCorps VISTA funds

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or resources. The AmeriCorps logo should not be worn while doing so. These

limitations are:

• Members may not give religious instruction, conduct worship services, or

engage in any other religious activity as part of their duties or would be

perceived as part of their duties by members of the community in which they

serve.

• No religious instruction, worship, proselytizing, or other religious activity may

be conducted as part of a project to which members are assigned or referred.

Textbooks and other materials used in connection with the project should not

have religious or sectarian content.

• Members who serve in an institution that gives religious instruction or engages

in other religious activities may not be used as replacements for regular

personnel of the institution. For example, members assigned to serve in a

program conducted under the auspices of a church-related school may not be

used as substitutes for regular teachers in the school. They may work on new

programs, however, that are carried on in addition to the school's regular

programs and that are conducted in conformance with these rules.

• The opportunity to receive the benefits of any project in which members serve

will be open to persons in need without regard to their religious affiliation.

Admission to programs supported by AmeriCorps VISTA shall not be based

directly or indirectly on religious affiliation or on attendance at a church,

church-related school, or other church-related institution or organization. The

availability of the project's benefits to all needy persons in the area served will

be publicized.

• Participation in an AmeriCorps VISTA project, by members or recipients, shall

not be used as a means to induce participation in sectarian or religious

activities.

LIMITATION ON POLITICAL ACTIVITIES

Members, as well as projects, are subject to certain restrictions related to their

engagement in political activities. Such political activities are classified as either: (1)

engaging in electoral activities; (2) engaging in lobbying; or (3) participating in

demonstrations.

Engaging in Electoral Activities

Members may participate in electoral activities to the extent the activities are allowed

under a federal law called the Hatch Act, 5 U.S.C. Chapter 73. The Hatch Act defines

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the rules and restrictions on political activities in which federal workers may engage.

The Domestic Volunteer Service Act, at 42 U.S.C. § 5055, applies the Hatch Act to

AmeriCorps members in VISTA during their service.

The Hatch Act applies to all members, whether they serve full-time or part-time, at all

times during their service, including off duty hours. Permissible activities under the

Hatch Act, unless prohibited by other statutory authority, apply to members when they

are on authorized leave or are not perceived to be performing as a member (e.g., while

not actually, or perceived as, performing service, or off duty service time).

Under the Hatch Act, during off duty service time, members may engage in certain

political activities, as follows:

• May be candidates for public office in nonpartisan elections

• May register and vote as they choose

• May assist in voter registration drives

• May express opinions about candidates and issues

• May contribute money to political organizations

• May attend political fundraising functions

• May attend and be active at political rallies and meetings

• May join and be an active member of a political party or club

• May sign nominating petitions

• May campaign for or against referendum questions, constitutional

amendments, municipal ordinances

• May campaign for or against candidates in partisan elections

• May make campaign speeches for candidates in partisan elections

• May distribute campaign literature in partisan elections

• May hold office in political clubs or parties, including serving as a delegate to

a convention

Under the Hatch Act, members are prohibited from engaging in the following

activities at all times during service, including off duty service time:

• May not use their official authority or influence, as a member, to influence an

election

• May not knowingly solicit or discourage the political activity of any individual

or organization that has business before AmeriCorps or the VISTA program

(e.ga sponsoring organization or project)

• May not engage in political activity while in service time as a member (e.g.,

while on duty as a member at a sponsoring organization or project)

• May not engage in political activity while in any office of the AmeriCorps

VISTA program (e.g., while at the sponsoring organization or the project)

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• May not engage in political activity while using a vehicle owned or leased by

the sponsoring organization or project

• May not be a candidate for public office in a partisan election

• May not wear political buttons while in service time as a member (e.g., while

on duty as a member at a sponsoring organization or project)

• May not engage in political activity while wearing an article of clothing,

badge, insignia, or other item that identifies AmeriCorps or the AmeriCorps

VISTA program

Also, members generally may not solicit, accept, or receive political contributions,

with one rare exception: A member may solicit a political contribution from another

individual if the request is for a contribution to the multicandidate political committee

of a federal labor organization or a federal employee organization, to which both the

member and the individual belong. Such a solicitation is still prohibited, however, if

the member who solicits is a leader and the individual solicited is a member.

Sponsoring organizations and projects may not use funds or personnel in a manner

that supports or identifies the AmeriCorps VISTA program with partisan or

nonpartisan election activities. Sponsoring organizations and projects also may not

use funds or personnel in a manner that supports or results in voter registration

activities, or that provides transportation to the polls. Additionally, no member or

employee of a sponsoring organization may take any action with respect to a partisan

or nonpartisan political activity that would result in the identification or apparent

identification of the AmeriCorps VISTA program with such activity. The Hatch Act

also prohibits members from engaging in voter registration activities or providing

transportation to the polls during service hours.

Engaging in Lobbying

Under federal law, sponsoring organizations may not assign members to perform

service or engage in activities related to influencing the passage or defeat of

legislation, or of legislative proposals or initiatives. Also, members are generally

prohibited from engaging in such lobbying activities; however, there are two rare

exceptions to this prohibition on lobbying:

• A member may draft, review, testify, or make a representation on a legislative

measure if the member is asked by a legislative body, a committee of a

legislative body, or member of a legislative body.

• A member may draft, review, testify, or make a written representation to a

legislative body regarding a legislative measure directly affecting the operation

of an project or program to which the member is assigned, as long as:

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1. The sponsoring organization notifies the AmeriCorps Senior Portfolio

Manager on a quarterly basis of all activity occurring pursuant to this

exception; and

2. The legislative measure related to the funding of the project or program

affects the existence or basic structure of the project or program.

Participating in Demonstrations

As mentioned above, members may participate in political rallies and meetings (i.e.,

demonstrations) with certain limitations. They may participate in these types of

activities only while on authorized leave, or while off-duty or not otherwise engaged

in performing AmeriCorps VISTA service. Such activities cannot be related to

projects of the sponsoring organizations where the member serves. Moreover,

members may only participate in such activities to the extent that: (1) the member

does not represent or attempt to represent the views of members on any public issue;

(2) the member's participation could not be reasonably understood by the community

as being identified with the AmeriCorps VISTA program, the project, or other

elements of his or her service; and (3) the member's participation does not interfere

with the performance of his or her duties.

No sponsoring organization may approve a member's involvement in planning,

initiating, participating in, or otherwise aiding or assisting in any demonstration.

A member must contact the AmeriCorps Field Office and get its permission, before

he/she engages in any of the activities—electoral, lobbying, or demonstration—

discussed above.

Social Media Use and Prohibited Political Activities

Generally, as part of your official duties, members and sponsor/grant-funded staff

may design, launch, and operate social media sites on behalf of the sponsor

organization. Moreover, they may communicate about official program and project-

related activities associated with the project. However, members and sponsor/grant-

funded staff are strictly prohibited from engaging in the following types of

communications on social media as part of their service or grant-funded activity:

• Lobbying Activities – attempting to influence the passage or defeat of

legislation or proposals by initiative petition;

• Electoral Political Activities – engaging in partisan political activities, or

other activities designed to influence the outcome of an election to a public

office;

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• Other Political Activities – participating in, or endorsing, events or activities

that are likely to include advocacy for or against political parties, political

platforms, political candidates, proposed legislation, or elected officials;

• Organizing Activities – assisting, promoting, or deterring union organization,

or organizing or engaging in protests, petitions, boycotts, or strikes; and

• Voter Registration Activities – conducting a voter registration drive or

discussing options regarding transportation to the polls.

LIMITATION ON DISPLACEMENT OF EMPLOYED WORKERS AND IMPAIRMENT

OF CONTRACTS FOR SERVICE

Members are prohibited from performing activities or duties that would otherwise be

carried out by employed workers, or would supplant the hiring of, or result in the

displacement of, employed workers, or would impair existing contracts for service (45

U.S.C. § 5044).

AmeriCorps regulations on non-displacement of employed workers and non-

impairment of contracts for service are contained in 45 CFR Part 2556.150.

LIMITATION ON RECEIVING ANY COMPENSATION OR OTHER BENEFITS FOR

SERVICE OF MEMBERS

Agencies or organizations to which members are assigned, or which operate or

supervise a project, are prohibited from requesting or receiving any compensation

from members, or from those who benefit from the services that members provide (42

U.S.C. § 5044). In addition, it is the policy of AmeriCorps VISTA that members not

accept any benefit from the sponsoring organization or the community served through

their AmeriCorps VISTA assignments, unless otherwise permitted by AmeriCorps

policy (such as housing, transportation, bus passes, and training materials and tools).

Members are expected to serve the community, not themselves.

Cash or in-kind contributions to a project, provided under the terms of a

Memorandum of Understanding between the primary sponsoring organization and

another participating agency, is not considered compensation for member services.

AmeriCorps must, however, review and concur in all such Memoranda of

Understanding prior to implementation.

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LIMITATION ON LABOR OR ANTI-LABOR ACTIVITY

AmeriCorps funds must not be used, directly or indirectly, to finance labor or anti-

labor organizations or related activities (42 U.S.C. § 5044). Consequently, a member

must not be assigned to activities or duties that assist, directly or indirectly, any labor

or anti-labor organizing activity or related activity.

PROHIBITION ON NEPOTISM

To avoid actual or apparent favoritism in the operation of a project, the AmeriCorps

VISTA program prohibits certain placement and assignment arrangements, as follows.

Members

A sponsoring organization may operate a project out of a single project site, or

multiple sites. When a “project site” is referenced, the prohibited arrangement is

limited to that particular site, rather than a project as a whole. A member cannot be

placed or assigned to a project site if the member is:

• in the immediate family (e.g., spouse, domestic partner, parent or guardian

whether by blood or adoption, child whether by blood or adoption) of a staff

member involved in the management or operation of the project or project Site,

or of a AmeriCorps staff member in the applicable Field Office who makes

decisions or takes actions regarding the project or the Site;

• a close relative, whether by blood or adoption, (e.g., grandparent, grandchild,

aunt, uncle, niece, nephew, first cousin), of a staff member involved in the

management or operation of the project or project Site, or of a AmeriCorps

staff member in the applicable Field Office who makes decisions or takes

actions regarding the project or the Site;

• in the immediate family (e.g., spouse, domestic partner, parent or guardian

whether by blood or adoption, child whether by blood or adoption) of a

member of the board of directors of the specific project or project site where

the member is assigned or reports for service;

• a close relative, whether by blood or adoption, (e.g., grandparent, grandchild,

aunt, uncle, niece, nephew, first cousin), of a member of the board of directors

of the specific project or project site where the member is assigned or reports

for service.

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VISTA Project Supervisory Employees

A project site employee is prohibited from holding a project supervisory position, if

she/he is:

• in the immediate family (e.g., spouse, domestic partner, parent or guardian

whether by blood or adoption, child whether by blood or adoption) of any

AmeriCorps official responsible for the management and/or oversight of the

project.

• a close relative, whether by blood or adoption, (e.g., grandparent, grandchild,

aunt, uncle, niece, nephew, first cousin), of any AmeriCorps official

responsible for the management and/or oversight of the project.

• in the immediate family (e.g., spouse, domestic partner, parent or guardian

whether by blood or adoption, child whether by blood or adoption) of any

project and/or Site employee who holds supervisory authority over him/her; or

• a close relative, whether by blood or adoption, (e.g., grandparent, grandchild,

aunt, uncle, niece, nephew, first cousin), of any project and/or site employee

who holds supervisory authority over him/her.

LIMITATION ON AMERICORPS VISTA FRATERNIZATION

Relationships between members and staff members (including volunteer and

contracted personnel) of AmeriCorps, sponsoring organization, and project site that

are exploitive or that have the appearance of partiality, preferential treatment, or the

improper use of position for personal gain, are prejudicial to the morale of members

and will not be tolerated.

Inappropriate relationships between members and the aforementioned staff members

are prohibited. Inappropriate relationships are those that compromise, or appear to

compromise, supervisory authority or could result in preferential treatment.

Relationships are prohibited if they appear to involve the improper use of rank or

position for personal gain.

You must avoid nonprofessional relationships with other members or staff members

that create real or perceived conflicts of interest, discord, or distractions that interfere

with other members' productivity, or potentially could result in charges of sexual

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harassment. These problems are particularly high risk in situations in which one

person has authority over another.

Nonprofessional relationships between members and the aforementioned staff include,

but are not limited to:

• Intimate/sexual relationships

• Borrowing or lending money, automobiles, or other personal property

• Engaging in financial or business dealings, or acting as an agent or sponsor

with any commercial services

• Allowing services to be performed (compensated or uncompensated) that have

no reasonable connection with AmeriCorps VISTA activities

• Gambling for goods, services, or money

• Any activity and/or relationship that, in the judgment of the AmeriCorps Senior

Portfolio Manager, may be reasonably perceived to undermine discipline, good

order, and/or morale

• Socializing that might lead to the perception of a relationship or overtures to

activities listed above

Inappropriate relations include, but are not limited to:

• Nonprofessional relationships between a leader and a member the leader

guides. Such relationships are strictly prohibited. Violators may be subject to

disciplinary action, up to and including removal

• Nonprofessional relationships between an AmeriCorps Field Office staff

member assigned to monitor or oversee a project, and an AmeriCorps VISTA

member or leader of that project

• Nonprofessional relationships between a supervisor and a member the

supervisor oversees

PROTECTION OF PUBLIC ASSISTANCE BENEFITS WHILE SERVING IN

AMERICORPS VISTA

Members who are eligible to receive assistance or services (i.e., benefits) under any

governmental program (e.g., Temporary Aid to Needy Families [TANF], Medicaid,

Supplemental Security Income) prior to enrollment as a member or who are receiving

such assistance or services during service shall not be denied such benefits or given a

decreased benefit because of the member's failure or refusal to register for, seek, or

accept employment or training during the period of service. This protection of

benefits, provided at 42 U.S.C. § 5044, applies to any governmental program,

including federal, state, and local programs.

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INCOME EXCLUSION OF AMERICORPS VISTA ALLOWANCES FROM BENEFIT

CALCULATIONS UNDER GOVERNMENTAL ASSISTANCE PROGRAMS

Payments received by members (including living allowances) shall not in any way

reduce or eliminate the level of, or eligibility for, assistance or services that any

member may be receiving or is eligible to receive under any federal, state, or local

governmental assistance program. This statutory provision is designed to ensure that

persons, and families of persons, receiving assistance or services under any federal,

state, or local governmental program before entering service do not lose benefits, or

have benefits reduced, as a result of their service.

For example, persons who were receiving public assistance benefits before entering

service will not have their allowances considered in determining whether they are still

eligible for benefits for their dependents. In addition, the Domestic Volunteer Service

Act clearly states that the same treatment be given to any benefits for which members

were eligible, although not actually receiving, prior to their service (42 U.S.C. §

5044). This provision does not apply to Supplemental Nutrition Assistance Program

(SNAP), formerly known as Food Stamps. (see below).

This provision also applies to persons who become eligible for assistance or services

while serving as members (e.g., a member reaches the age of 65 while serving and

becomes eligible for Social Security benefits). AmeriCorps VISTA income shall not

be counted in determining eligibility for, or the level of, Social Security retirement

benefits.

PUBLIC ASSISTANCE PROGRAMS AND BENEFITS

SUPPLEMENTAL NUTRITION ASSISTANCE PROGRAM (SNAP), FORMERLY

KNOWN AS FOOD STAMPS

The Department of Agriculture administers the Supplemental Nutrition Assistance

Program (SNAP), formerly known as Food Stamps. Department of Agriculture

regulations state that members who were receiving SNAP benefits before joining

AmeriCorps VISTA will not have their benefit allotment reduced or eliminated as a

result of their allowances. However, members not receiving SNAP benefits before

joining AmeriCorps VISTA will have their allowances counted as income for

purposes of determining their level of SNAP benefit eligibility. Members may be held

responsible for SNAP overpayments. Carefully check your allotments to ensure that

you are not given SNAP benefits for which you are not eligible. If you apply for

SNAP after you become a member, you will have a decreased SNAP allotment.

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Department of Agriculture Food Stamp Regulations pertaining to AmeriCorps VISTA

income exclusion are contained in the 7 CFR § 273.9(c)(10)(iii).

WOMEN, INFANTS, AND CHILDREN PROGRAM

The Department of Agriculture also administers the Women, Infants, and Children

(WIC) Program. Department of Agriculture regulations on the WIC program that

pertain to AmeriCorps VISTA income exclusion are contained in the 7 CFR § 246.7.

SOCIAL SECURITY DISABILITY PAYMENTS

Under regulations and rulings issued by the U.S. Social Security Administration,

neither payments made to, nor the activities performed by, members are to be

considered in determining the member's continued eligibility for Social Security

disability benefits. This policy means that persons receiving disability payments

before joining AmeriCorps VISTA may continue to receive benefits during their

service regardless of the level of allowances received or the nature of the duties

performed.

In regulations dealing with Supplemental Security Income for the aged, blind, and

disabled, payments to members are specifically excluded in determining the resources

of an individual (20 CFR § 416.1236(a)(9)).

Social Security Administration instructions pertaining to Supplemental Security

Income, as well as to the Federal Old Age, Survivors, and Disability Insurance

program, stipulate that none of the "substantial gainful activity" tests (e.g., earnings,

comparability of work activity, or worth of work activity) is to be applied to

AmeriCorps VISTA activity performed under the Domestic Volunteer Service Act

(POMS DI 10505.025B2). Similar language is also contained in Social Security

Ruling 84-24, Titles II and XVI: "Determination of Substantial Gainful Activity for

Persons Working in Special Circumstances-Work Therapy Programs in Military

Service-Work Activity in Certain Government-Sponsored Programs."

VETERANS BENEFITS

Under regulations issued by the Department of Veterans Affairs in the Code of

Federal Regulations, Title 38, sections 3.261 and 3.262, compensation or

reimbursement received by members will be excluded from income in claims for

compensation, pension, dependency, and indemnity compensation.

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HOUSING ASSISTANCE PROGRAMS

In accordance with the U.S. Department of Housing and Urban Development Notice

of Federally Mandated Exclusions from income, payments to members cannot be

considered as income for the purpose of determining income eligibility for Section 8

housing programs and other federally subsidized housing.

WELFARE REFORM LAW

The Personal Responsibility and Work Opportunity Act of 1996, Public Law 104-193

is a federal welfare reform law. This law affects, in a number of ways, members who

are eligible for or receive welfare even though the income disregard provisions of the

Domestic Volunteer Service Act, discussed above, are in effect. Members receiving

cash assistance from states should discuss any issues directly with their state (or

county) agency worker to discuss whether their service will adversely affect their

eligibility for cash assistance.

The welfare reform law prohibits states from using federal money to keep a family on

welfare beyond a five-year cumulative lifetime limit. In each state, however, 20

percent of welfare recipients can be exempted.

The Domestic Volunteer Service Act does not affect a state's ability to impose time

limits members who currently receive cash assistance. In many states, any cash

assistance that members receive from the state while in AmeriCorps VISTA will be

counted against the state's time limits.

Within the framework of the welfare reform law, states can impose unique

requirements regarding registration for employment or training programs. The federal

law allows for a two-year time limit on cash assistance payments before welfare

recipients must be working or enrolled in job training or vocational education

programs. States, however, can impose even shorter time limits than the two years

allowed by federal law.

Members should contact their state (or county) agency welfare workers and inform

them that persons who serve in AmeriCorps VISTA are not available for employment

or job training programs. In some cases, welfare workers may determine that service

satisfies the state's requirement for participation in an employment or training

program. Welfare workers may determine that service is an exemption from any

employment or training program.

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When you are dealing with state or county officials, you should remember to identify

yourself as an AmeriCorps member in VISTA serving under the Domestic Volunteer

Service Act, because the income disregard provisions of the Domestic Volunteer

Service Act do not apply to other AmeriCorps programs. Inform your AmeriCorps

Field Office immediately if you are having difficulties explaining these provisions.

Your AmeriCorps Field Office can supply you with a letter that explains the income

disregard provisions, which can be given to your case worker. Depending on the

situation, you may need to seek the assistance of a legal aid attorney to represent you

if your payments will be decreased or denied. AmeriCorps is unable to pay for legal

assistance, but staff will assist in providing documentation to assist your legal

representative.

AMERICORPS VISTA MEMBERS CONSIDERED FEDERAL EMPLOYEES ONLY

FOR LIMITED PURPOSES

AmeriCorps members in VISTA are regarded as federal employees only for certain

purposes under 42 U.S.C. § 5055, including the Hatch Act, the Federal Employees'

Compensation Act (worker's compensation), the Federal Tort Claims Act, the IRS

Code, and Title II of the Social Security Act. Members are not regarded as federal

employees for purposes of unemployment compensation, and allowances received

from AmeriCorps are not regarded as wages, except for income tax and Social

Security purposes.

Moreover, AmeriCorps members are not employees of sponsoring organizations.

Because members serve under the authority of federal statute, their limited

employment relationship is with the federal government (discussed above), not the

sponsoring organization, and is governed by federal law, not state law. The

sponsoring organization is not authorized to make contributions to any state

unemployment compensation fund on behalf of AmeriCorps VISTA members

assigned to the organization.

LIABILITY COVERAGE (FEDERAL TORT CLAIMS ACT)

Members are considered federal employees for the purpose of coverage under the

Federal Tort Claims Act (FTCA). The federal government assumes liability for any

damage to property or injury to persons caused by a member that arises only out of

his/her official duties and for which the member would be liable under local law. If

any claim is made against a member with respect to an automobile accident or other

damage allegedly caused during the course of the member's service activities, the

member should immediately report such claim to the project supervisor or sponsoring

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organization, who in turn will contact the AmeriCorps Field Office. Refer to Chapter

7 for procedures to be followed in the event of an accident involving a member.

In cases of potential liability on the part of the member for damage to property or

injury to persons, other than motor vehicle accidents, the sponsoring organization or

supervisor must immediately inform the AmeriCorps Field Office, which after

consultation with AmeriCorps’ Office of General Counsel, will advise the sponsoring

organization on what steps to take.

Members and sponsoring organizations are prohibited from making any statements to

other parties to accidents concerning the ultimate liability of the government on a

particular claim. Statements concerning responsibility for an accident should only be

made to government investigating officers. AmeriCorps’ Office of General Counsel or

the Department of Justice, if appropriate, will make the final determination as to

whether an accident occurred within the scope of the member's project-related

activities and the extent of the federal government's liability.

Members and sponsoring organizations are expected to give full cooperation to

AmeriCorps’ Office of General Counsel in obtaining necessary evidence and

materials, and to the Department of Justice or United States Attorney in the event any

legal action is begun in connection with an accident.

During off-duty hours, or in any situation in which members are not engaged in

project-related activities, members are as personally liable as any other citizen for any

damage or injury they cause.

FEDERAL EMPLOYEES' COMPENSATION ACT

Members are also considered employees for the purpose of coverage under the

Federal Employees' Compensation Act (FECA), also known as the Federal Worker's

Compensation Act.

Under section 415(b) of the Domestic Volunteer Service Act of 1973, (42 U.S.C. §

5055), members who are injured or suffer occupational disease in the course of their

service may claim and be eligible to receive benefits to cover medical expenses under

FECA. FECA is administered not by AmeriCorps, but rather by the U.S. Department

of Labor's Office of Worker's Compensation Programs (OWCP). OWCP, not

AmeriCorps, decides whether a member should be granted or denied a worker's

compensation claim.

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UNEMPLOYMENT COMPENSATION

Despite being employees for the limited purposes as noted above, members assigned

to local sponsoring organizations are not eligible to receive unemployment

compensation for their service. Members are not in an employment relationship with

either the federal government or the project sponsoring organization for employment

compensation purposes. They are, therefore, not covered by federal or state

unemployment compensation during their periods of service, or because they served.

While they serve in the AmeriCorps VISTA program, some members may receive

unemployment compensation earned during previous employment. That compensation

is unrelated to their service and is limited to unemployment compensation previously

owed to the member. Such compensation cannot be based on continued compensation

during service. The authority to continue such unemployment compensation while in

the AmeriCorps VISTA program remains with the state unemployment compensation

official and not with AmeriCorps. Accepting unemployment compensation that has

not been authorized by the governor, or his designee, may result in overpayments,

which can be collected by the state.

CIVIL SERVICE BENEFITS

Members enrolled for a period of service of at least one year are entitled to the

following federal civil service benefits, see 42 U.S.C. § 5055 for additional

information.

NON-COMPETITIVE ELIGIBILITY IN FEDERAL CIVIL SERVICE

Members may be hired as a non-competitive eligible appointee after successfully

completing at least one full year of service. A non-competitive eligibility appointment

means that a federal agency may hire a former member by establishing that the

individual meets the minimum qualifications for a job, including any written test

requirement. If the former member meets the qualification standards, they do not have

to compete with the general public to be hired.

AmeriCorps VISTA service, however, is not creditable toward the service

requirements for career tenure or toward completion of a probationary period. The

probationary period begins with the appointment to federal civil service.

Non-competitive hiring privileges extend for one year after completion of service,

except that the employing agency may extend the period for an additional two years

for a former member who enters military service, studies at a recognized institution of

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higher learning, or engages in activities that, in the view of the appointing authority,

warrant an extension of the one-year limit.

As a former member, you are not guaranteed a federal civil service job.

Civil service openings are limited; obtaining employment will depend on such factors

as your ability to locate an agency with a vacancy, your qualifications and suitability

for the position, and the agency's interest in hiring you. You must comply with the

position announcement instructions and provide the requested applicant information.

Information on available federal positions may be obtained from Federal Job

Information Centers across the country. These centers are listed in metropolitan area

phone directories under "U.S. Government." You can also find federal positions listed

at: http://www.usajobs.gov/.

To establish non-competitive status, you will need proof of eligibility for job

consideration under the special hiring procedures described. You may print a letter

that states your non-competitive eligibility from my.americorps.gov after you

successfully complete your year of service.

FEDERAL CIVIL SERVICE CREDIT

One of the benefits you receive as a member hired into the federal civil service is that

your time as a member will be credited toward a pension in the Federal Employees

Retirement System, provided you pay a portion of your retirement contribution to the

U.S. Office of Personnel Management. The payment is based upon a statutorily

mandated percentage of the stipend payment. The education award, like the stipend, is

considered a form of payment. Therefore, members who elect the education award

also will be required to make the same percentage cash payment to their retirement

account as if they had actually received the stipend.

The service credit deposit payment should be made within two years of the individual

becoming a federal employee. If the payment is delayed for a period greater than two

years, interest will be payable. Alumni who become federal employees must contact

the Human Resources/Benefits personnel at their current federal agency to initiate the

deposit process.

AmeriCorps VISTA service may be credited in connection with subsequent federal

employment in the same manner as a like period of regular civilian employment by

the federal government. Service will apply toward purposes of determining seniority,

reduction in force and layoff rights, leave entitlement, and other rights and privileges

based on length of service under laws administered by the U.S. Office of Personnel

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Management and other laws establishing terms and conditions of service of federal

civilian employees.

Service, however, is not credited toward completion of any probationary or trial

period, or completion of any service requirement for a career appointment.

LEGAL SUPPORT AND REQUEST FOR INFORMATION

LEGAL EXPENSES

AmeriCorps has the discretion to pay expenses incurred in the legal defense of

members in judicial and administrative proceedings that relate to service. These

expenses include counsel fees, court costs, bail, and other incidental costs. There is,

however, no provision for the payment of attorney fees when members are involved in

disputes addressing the denial or decrease of government benefits (see, for example,

income disregard disputes under 42 U.S.C. § 5044), termination (45 CFR Part 2556

Subpart E), or grievance (45 CFR Part 2556.360) procedures. AmeriCorps’

regulations on payment of member legal expenses are in 45 CFR Part 2556 Subpart D.

THE FREEDOM OF INFORMATION ACT (FOIA) AND THE PRIVACY ACT

The Freedom of Information Act (5 U.S.C. § 552) gives citizens the right, with certain

basic exceptions, to inspect federal records or have access to information maintained

by the federal government. AmeriCorps regulations on implementation of the

Freedom of Information Act are contained in 45 CFR Part 2507.

The Privacy Act (5 U.S.C. § 552a) gives citizens a proprietary right to their records

and to control access to information maintained about them, with a few exceptions, by

the federal government. This right applies to systems of records that contain personal

data and where an individual record can be located by name or an assigned personal

identifier. AmeriCorps regulations on implementation of the Privacy Act are

contained in 45 CFR Part 2508.

Members may access information regarding the Freedom of Information Act and the

Privacy Act through the AmeriCorps website at: www.americorps.gov.