ELIGIBILITY: PERFORMANCE ON THE JOB AND DURATION OF EMPLOYMENT PERFORMANCE ON THE JOB
HOWEVER EMPLOYABLE and available a worker may appear to be and however many openings the WPA may have, the acid test of his eligibility for WPA employment is his performance on an actual job. WPA policies and practices in this area have already been presented in some detail.1 As shown previously, workers are supposed to be continued in employment only so long as they give a day's work for their day's pay. Failure to make good on the job may result not only in a worker's discharge but also in disqualification for further WPA employment. This extreme step is usually not taken until several attempts have been made to find a job within the WPA to which a worker can adapt himself. An Ohio WPA ruling (of 1938), for example, specified that a worker's certification might be canceled if he did not "produce a reasonable day's work after a short induction period." A later ruling prescribed that this should be done only if a worker repeatedly failed "to demonstrate his ability to perform satisfactorily the duties required and continuous effort to adjust him to the project has failed."2
In some states the disqualification has sometimes appeared to be permanent. In Ohio, for example, it was ruled in 1938 that persons whose certification had been canceled "because of lack of adaptability to the program" could not be recertified.3 An Illinois ruling of 1937 prescribed that consideration for further assignment would be denied workers whose records showed that they had failed to do satisfactory work. Reinstatement was permitted,____________________
For examples of similar policies in other states, see Minnesota State Board of Control, CFS-WPA-35, St. Paul, March 3, 1937; and Nebraska WPA, DL-15, Lincoln, February 26, 1936.