To inform the workforce system of the application of the UNTEER for use in evaluating states' reported PY entered employment outcomes for veterans and eligible persons to determine compliance, the need for technical assistance and/or remedial actions.

To expand and clarify the definition of significant barriers to employment (SBE) provided in Section 5 of Training and Employment Guidance Letter (TEGL) 19-13, released on April 10, 2014.

To provide guidance to Employment and Training Administration (ETA) grantees on the implementation of the Department of Labor's "Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards" regulation, which goes into effect on December 26, 2014.

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

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

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