Frequently Asked Questions - Internship/Temporary Work (I/TW)

The I/TW Service Provider assists the DVR consumer with completing and submitting required paperwork to the EOR. Documents will be submitted via the EOR's online portal at least one week prior to the consumer's anticipated start date. DVR staff, consumer, site employer, and provider must all agree on the start date. Identity documents must not be copied or retained by the Service Provider. Please see the EOR Portal Registration Instructions on the I/TW Resources webpage for more details on this process. (01/2026)

If a Service Provider is not initially involved in developing the I/TW, a Service Provider should be selected and authorized to support the I/TW setup. The Service Provider is then responsible for completing the full I/TW service from that point, including assisting the consumer with completing and submitting paperwork to the EOR. If a consumer does not want a Service Provider involved, DVR staff should consult with local WDA Director or Supervisor to determine how to proceed. (01/2026)

Two separate purchase orders are required:

1. I/TW Service Provider PO:
   • Covers the I/TW site setup and monitoring fee.
   • Requires prior authorization by DVR. If a PO is not issued, the I/TW cannot be set up.
   • I/TW fee is paid at the end of the I/TW and not prior to the last day.
   • Reports are submitted monthly, with a final report within five (5) business days of the conclusion of the service.
2. Employer of Record (EOR):
   • Line 1 includes the total authorized hours multiplied by (wages x insurance multiplier), including start and end dates. Coded as 5700 (non-taxable/reportable).
   • Line 2 includes the per-person EOR setup fee. Coded as 5711 (reportable).
   • Must identify an alert recipient; this is the individual responsible for completing receiving and serves as the primary point of contact for the EOR in that WDA. This is typically the WDA's fiscal expert but may be another WDA-designated staff person.
   • If a PO is canceled and the EOR has already completed the setup/processing, DVR is responsible for paying the EOR setup fee. See Opp Inc. Info – Rate & Payroll Information for more details. (01/2026)

Yes. An additional EOR setup fee is required for each I/TW position established for the consumer. (01/2026)

The W-4 and I-9 forms are accessed and completed through the EOR Portal to ensure use of the most current and secure versions. These forms reflect current state and federal requirements. Forms obtained from external websites or internet searches may be outdated, non-compliant, or pose security risks and should not be used. (04/2026)

Yes. Certain occupations may be considered high-risk and will not be supported by the EOR. These include some construction and farm jobs. The EOR will not support I/TWs that involve driving positions or any paid time spent in a vehicle, including travel between job sites. See the I/TW Guidance for additional information. The EOR may be consulted regarding specific occupations. (01/2026)

No. If a background check is required by the work site, DVR is responsible for ensuring it is completed. (01/2026)

Yes, in certain situations. Please see the Technical Specifications for On-the-Job Assessment for more information. (02/2026)

No. The state internship program follows separate procedures. Wages for consumers in the state internship program must be paid according to the current state internship guidance: DVR Limited Term Employment (LTE) Internship Program. (02/2026)

In most WDAs, there are locally available disability or occupational skills training programs. These programs vary in length and purpose. When such a training provider incorporates work into a training course, wages must be paid to the DVR consumers. It is up to the WDA and training provider to determine if the Employer of Record (EOR) will be used in these situations. If the training provider has the ability and wishes to serve as the EOR, they may provide that service. No fee will be paid to the training provider to complete the necessary paperwork. In all cases where wages are paid to a DVR consumer while in a training program, hours and wages must be reported to DVR. (04/2026)

Make sure they have reviewed the existing agreement. It has been designed to address applicable requirements and define responsibilities for an I/TW arrangement. Please contact the DVR Contract Specialist if a site employer requests signing additional agreements outside of the DVR-approved I/TW Agreement. (04/2026)

Please see FAQ: Interpreter Services – Language Translation, as well as Alternate Format, Language Access, and ASL Interpreter Resources (Staff Only, Internal Link) for further information. The payment card company also can provide information in other languages. (04/2026)

The I/TW Service Provider may assist the consumer with completing and submitting the required documentation to the Employer of Record (EOR) if needed. No copies of documents containing sensitive consumer information should be retained by the I/TW Service Provider (e.g., driver's license, ID card, Social Security card, birth certificate). More information on onboarding can be found at Internship/Temporary Work (Employer of Record). (02/2026)

A detailed list of required documents is provided at I/TW for Consumers. Always reference the current forms provided through the Employer of Record portal to ensure compliance. (02/2026)

Yes. Any valid, unexpired ID issued by a U.S. state may be used for I-9 verification. (02/2026)

DVR staff may consult the Employer of Record (EOR) for guidance on documentation issues. Please forward specific questions to the designated EOR contact. (02/2026)

The start date will be delayed. An I/TW for Consumers handout has been created for DVR staff and/or I/TW Service Providers to share with consumers that includes required identification lists. Please provide and review this handout with any consumer that plans to participate in an I/TW. They should be able to gather the necessary documentation with enough lead time prior to the start of an I/TW. (04/2026)

The I/TW Service Provider should notify DVR at the time the I/TW Agreement is sent to DVR if a work permit is needed. If required, the cost of the work permit should be added to the purchase order (PO) to the Employer of Record (EOR) as Line 3: $10.00 Work Permit Fee. The consumer will pay for the work permit, and the EOR will reimburse the cost on the consumer's first paycheck. The I/TW work site must be listed as the employer on the work permit. Work permits that do not list the work site as the employer will be revoked, and DVR consumers will be required to reapply for a new work permit. In these cases, I/TW start dates may be delayed. The work permit must be kept on file at the work site. For information on work permits please visit: Work Permits (08/2025).

The consumer enters hours and the I/TW Service Provider reviews and approves them weekly in the Employer of Record portal by Tuesday at 12:00 pm, with verification by the site employer as needed. If consumers are unable to enter their own hours, Service Providers can also assist with time entry before approval of hours. Additional information regarding verification of hours can be found at Internship/Temporary Work (Employer of Record). (04/2026)

Each WDA receives a weekly report from the Employer of Record showing the consumers' hours worked and wages paid. This report is used to verify hours and facilitate receiving. (02/2026)

Each WDA will have a designated staff member to complete weekly receiving for the EOR. This person will be identified in all POs for the WDA to the EOR provider as the Alert Recipient. The EOR will send to the designated staff member a copy of the payroll report of wages paid to consumers. The receiving can be completed using this report; there is no required contact with the individual consumer. The designated staff member also serves as the WDA point of contact for billing issues with the EOR. (02/2026)

Any questions or discrepancies regarding hours worked should be resolved through a review of the available documentation and discussion between the I/TW Service Provider, consumer, and site employer. The Service Provider is responsible for final verification and approval of hours in the Employer of Record (EOR) system based on available confirmation. The consumer's participation in the verification process indicates agreement that hours are accurate at the time of submission. The EOR can assist on a case-by-case basis where there may be a dispute. (04/2026)

The approved weekly hours, total hours, and the authorized dates must be followed unless DVR approves a change in advance. If there is a change to schedule, number of hours, or dates, the I/TW Service Provider must notify DVR prior to making any adjustments. DVR approval is required before changes are implemented, and a purchase order adjustment may be necessary. The I/TW Service Provider must ensure that any changes are reflected in the Employer of Record system only after DVR approval. Hours worked outside of the approved authorization period or exceeding approved limits are not permitted and must be reported to DVR immediately. (04/2026)

No. Overtime is not allowed as part of an I/TW. The maximum number of hours a consumer can work per week while participating in an I/TW is 40 hours. Any time worked over 40 hours in one week is considered overtime. If overtime occurs, whoever first identifies that this has happened should notify DVR. Consult management on how best to proceed. (04/2026)

The I/TW Service Provider should verify the hours with approximately two (2) weeks left in the original timeframe and notify DVR if adjustments to the final purchase order (PO) are needed. If adjustments are approved, DVR will update the PO accordingly. The final date worked should be reported to DVR. See question #27 regarding schedule and authorization changes. (04/2026)

The I/TW Service Provider must notify DVR and the Employer of Record immediately. (02/2026)

Yes. The I/TW Service Provider should submit a report to DVR describing the situation and documenting completion of required setup activities to request payment for the service provided. (02/2026)

Yes. The EOR will get paid the individual setup fee in full and the wages corresponding to any work performed by the consumer. (02/2026)

The DVR consumer/employee should submit a resignation notice in writing at least five (5) business days in advance to the site employer, DVR and the I/TW Service Provider whenever possible. This notification should be provided to all parties as soon as possible. The last day of work should be identified by the I/TW Service Provider and provided to DVR to modify the authorization to the Employer of Record (EOR) service. If the resignation occurs outside of these established rules, all parties should be notified immediately (site employer, I/TW Service Provider, DVR, and EOR). (04/2026)

The first concern should be to assist the DVR consumer to the extent possible. Once the consumer is cared for, all parties (site employer, I/TW Service Provider, DVR, and Employer of Record (EOR) should be notified as soon as possible to ensure the proper documentation and process is followed. The Incident/Accident Reporting form (found here) must be completed by the consumer and the employer the same day as the injury and submitted to the EOR within 24 hours of accident/injury. (04/2026)

I/TW is intended as a time-limited, purposeful work experience. The primary purpose cannot be income or financial maintenance. Most I/TWs are expected to achieve their purpose within 90 days. Exceeding 90 days can create liability, benefits, and unemployment insurance concerns. The contract established with the Employer of Record was established based on a maximum duration of 90 days per I/TW. If a consumer's job goal or disability requires additional time, an exception request must be approved by the WDA Director prior to continuation of the I/TW beyond 90 days. (02/2026)

In these circumstances it is recommended to go through the site employer. If this is not possible, an alternate Employer of Record should be identified and approved by the WDA Director and Bureau Director. (04/2026)

Payroll is processed weekly. There is a two-week delay for the first paycheck due to necessary processing and setup. (02/2026)

The consumer typically receives their first paycheck via payment card or direct deposit about two weeks after the I/TW start date. (02/2026)

Consumers are paid using direct deposit (preferred) or a payment debit card.

Direct deposit: Consumers complete a direct deposit form when completing onboarding paperwork.

Payment debit card: A "starter" debit card (without the consumer's name) will be mailed to the consumer first and must be activated upon receipt before it is loaded with their pay. A permanent card with the consumer's name will arrive within a few weeks. The starter card should be retained as a backup if the permanent card is lost.

Both direct deposit and payment debit card options are processed through the EOR Portal. (02/2026)

Consumers can set up notifications via text or email for debit card payments (Note: text message fees may apply). Payroll is processed weekly. Consumers can also view paychecks via the secure EOR portal for any payment type. Portal instructions and access information is sent to the consumer during the onboarding and setup process. (02/2026)

Instructions are mailed with the card. Assistance is available 24/7 by phone, including accommodations or materials in alternate formats (e.g., large print, Braille). (02/2026)

Consumer should follow the instructions mailed with the card to request a replacement. The starter card can also be reactivated and used as a replacement card if the permanent card is lost. (02/2026)

Instructions are provided with the card for requesting a new PIN. (02/2026)

The card is sent to the mailing address listed on the I/TW Agreement. If the card or direct deposit information needs to be directed to a different person or address, please indicate the alternate address in the consumer mailing address section on the Agreement form. (02/2026)

The consumer should be counseled to identify a reliable or safe mailing address to receive the payment card and other important employment-related mail, such as a friend or relative. If the consumer cannot identify a safe location to receive mail, consult the WDA Director for guidance. (02/2026)

Contact the Employer of Record to identify the reason. They will work with the consumer, Service Provider, and DVR to resolve the issues. Issues may occur due to hours not being reported, incomplete or missing payment information, or incorrect routing information for direct deposit. (02/2026)

W-2s can be obtained by logging into the Employer of Record (EOR) portal that was used for entering time worked and managing payroll information during the I/TW.

Instructions on how to access the portal are available on the I/TW Resources page.

If a DVR consumer does not have their login credentials but previously accessed the portal, they should contact the EOR (Opportunities, Inc.) to reset their login information. Email: dvrpayroll@oppinc.com

A consumer may also contact the DVR Service Provider who may have assisted during the I/TW or their DVR case facilitator.

If a consumer is unable to access the portal, they may contact the EOR (Opportunities Inc.) at 920-563-2437 opt. 5. (04/2026)

The consumer (or their guardian/rep payee) is legally responsible for reporting earnings to the SSA. There should be discussion with the consumer (or guardian/rep payee) to support completing this task. The consumer will have pay stubs and wage information available to them through the secure online EOR portal, which can be used for reporting wages to Social Security.

When reporting I/TW earnings, the consumer should report to the local SSA office and list Opportunities, Inc. (or the applicable EOR) as the EOR for the duration of the I/TW. (02/2026)

Consumers will have access to weekly pay stubs via the secure EOR portal. W-2s are provided at the end of the year for tax purposes. Any additional verification forms required by public benefit programs may be completed by DVR staff or the DVR Service Provider acting as the designee of the EOR. (02/2026)

Please provide a copy of the DVR Internship/Temporary Work Site Business Information handout (I/TW for Businesses). It explains the role of the coding and the role of the work site business.

The work site business' worker's compensation code is needed because the Employer of Record (EOR) must carry the appropriate worker's compensation insurance for each consumer. The code helps protect the work site business from worker's compensation insurance liability. The work site business uses the same codes when processing payroll for its own employees to ensure they carry the correct level of coverage.

Sometimes, the individual negotiating the I/TW may not know or understand for the purpose of the codes. Please ask them to talk with someone in their human resources or accounting department to obtain the correct codes to enter on the agreement form. They may find the code by looking at their worker's compensation policy or bill, or by contacting their insurance representative.

If the work site business refuses to provide the codes after you have given them the work site business handout and I/TW Agreement, please send in the I/TW paperwork, along with a detailed job description, to the EOR. We should explain why the code is needed but also keep in mind we are working to create opportunities with businesses and do not want to jeopardize those opportunities.

DO NOT ATTEMPT TO DETERMINE THE CODE YOURSELF. Codes are assigned by NCCI or a State Rating Bureau. The classification system contains over 700 unique codes and is the basis for pricing and underwriting workers' compensation insurance policies. The EOR service can assist in obtaining the correct code if it cannot be provided by the site business.

A certificate of worker's compensation insurance is available from the EOR if a work site business needs to verify the coverage. (01/2026)

The Employer of Record will not support any I/TWs involving driving positions or any paid time spent in a vehicle, including travel between job sites. If a consumer wishes to complete an I/TW which involves the use of a vehicle, all safety concerns must be fully addressed by the WDA in consultation with the Bureau Director of Consumer Services. If a consumer has an employment goal of this type, use of an On-the-Job Training (OJT) is encouraged so that the site business can review and assume responsibility for any associated safety risk. Vehicle insurance is the site employer's responsibility for the company vehicles and individuals operating them, consistent with applicable workplace policies. (04/2026)

The EOR may support an I/TW at an at-home business; however, the following must take place prior to the I/TW beginning:

1. Confirmation that the consumer is an adult.
2. DVR or the DVR Service Provider must review with the consumer and site employer that the EOR maintains the following limited responsibilities:
   1. Distribute wages to the DVR consumer/employee in accordance with the payroll schedule.
   2. Maintain worker’s compensation insurance for the consumer.
   3. Withhold all applicable taxes and deposit all taxes withheld to the appropriate taxing authority.
   4. Resolve payroll-related issues that may arise with the consumer.
3. The I/TW site employer provides proof of general liability coverage for commercial liability, bodily injury and property damage insurance against any claim(s) which might occur.
4. DVR or the DVR Service Provider must verify with the DVR consumer and site employer the safety protocols, instructions, and monitoring that will be in place for "high-risk" situations (e.g., use of sharp utensils, mixing equipment, exposure to high heat, etc.)
5. Throughout the I/TW, DVR or the DVR Service Provider must also provide regular, documented check-ins with the consumer and worksite supervisor - ideally weekly, but at least every 10 business days - to ensure that the arrangement is going appropriately for all parties involved and that all safety measures are in place and being followed. (04/2026)

Please attach the I/TW Agreement and job description (if provided) in the consumer case file. It is recommended to attach the finalized agreement after the EOR confirms that set up is complete. (02/2026)

For consumers under 18 or those with a legal guardian, the guardian must sign the DVR I/TW Agreement. The I-9 is the only form that must be signed by the employee (consumer). All other forms can be signed by a parent or legal guardian. The parent/guardian's permission is needed for a work permit. For more information on work permits, please visit Work Permits. (02/2026)