Resource Library

All of CAPLAW’s resources and publications are now available in CAPLAW’s new Resource Library. Use the search filters below to find the resource you need.

Determining Full-Time Employees under ACA Employer Mandate

Determining Full-Time Employees under ACA Employer Mandate

Wondering how to determine whether particular CAA staff members are considered full-time employees under the ACA and whether employer mandate assessments will apply if health coverage is not offered? Our first webinar in the Affordable Care Check-up webinar series aims to help CAAs apply the...

Determining Full-Time Employees under ACA Employer Mandate

Strategies for CAAs Unable to Survive

This webinar focuses on educating attorneys working with Community Action Agencies (CAAs) on the unique obligations that CAAs have as federal grantees when they are potentially facing difficult, major organizational decisions such as bankruptcy and dissolution. The webinar discusses the different...

Statutory Admin Limits and More under the Uniform Guidance

Statutory Admin Limits and More under the Uniform Guidance

CAPLAW created this FAQ in response to questions we've received about the treatment of indirect costs under the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards. This FAQ addresses the following issues: administrative cost limits imposed by a federal...

Statutory Admin Limits and More under the Uniform Guidance

Should an Executive Director be a Voting Member of a CAA Board?

If the Community Action Agency (CAA) runs a Head Start program, the answer is no; the Head Start Act prohibits board members serving as paid staff of the organization. Even for CAAs without Head Start, however, CAPLAW does not recommend making the executive director a voting board member.

Statutory Admin Limits and More under the Uniform Guidance

What is FAFTA and a CAA’s Obligation to Comply?

FFATA stands for the Federal Funding Accountability and Transparency Act, which requires information on federal awards to be made publicly available via a single, searchable website, www.USASpending.gov. This FAQ discusses if CAAs are required to comply with FFATA's reporting requirements.

Determining Full-Time Employees under ACA Employer Mandate

Options for Calculating a CAA’s Indirect Cost Rate

The Uniform Guidance continues the options for submitting proposals for federal indirect cost rates that were previously included in OMB Circular A-122. Learn how indirect cost rates are computed using the Simplified Allocation Method, Multiple Allocation Base Method, and Direct Allocation Methods...

Determining Full-Time Employees under ACA Employer Mandate

Effectively Estimating and Reconciling Indirect Costs

In this webinar we consider the impact of over- or underestimating an indirect cost rate. We discuss what reporting and reconciliations are required under the Uniform Guidance for those CAAs that wish to request a four year extension of their current rate. We also explore the benefits and...

Determining Full-Time Employees under ACA Employer Mandate

Using the 10% De Minimis Rate

Learn which organizations may receive the 10% de minimis rate and what “indirect costs” will be covered with this rate. This webinar discusses how a CAA would calculate an actual indirect cost rate using the Modified Total Direct Cost (MTDC) method required for calculation of the de minimis rate...

Determining Full-Time Employees under ACA Employer Mandate

Impact of the Uniform Guidance on Indirect Costs

In this webinar, we provide an overview of the impact of the Uniform Guidance on a CAA’s ability to charge administrative and other indirect costs to its federal awards. We discuss the potential conflicts between federal statutory limitations on administrative costs and new Uniform Guidance...