FOA-WB-24-01.pdf

U.S. DEPARTMENT OF LABOR

Women's Bureau

NOTICE OF AVAILABILITY OF FUNDS AND FUNDING OPPORTUNITY

ANNOUNCEMENT FOR: FY 2024 FOSTERING ACCESS, RIGHTS AND EQUITY

(FARE) GRANT PROGRAM

ANNOUNCEMENT TYPE: Initial

FUNDING OPPORTUNITY NUMBER: FOA-WB-24-01

CATALOG OF FEDERAL DOMESTIC ASSISTANCE (CFDA) NUMBER: 17.700

KEY DATES: The closing date for receipt of applications under this Announcement is 05/28/2024. We must receive applications no later than 11:59 p.m. Eastern Time.

Submit all applications in response to this solicitation through https://www.grants.gov. For complete application and submission information, including online application instructions, please refer to Section IV.

The U.S. Department of Labor’s Employment and Training Administration is responsible for the Women’s Bureau grant award process.

Table of Contents

EXECUTIVE SUMMARY

I. FUNDING OPPORTUNITY DESCRIPTION

A. Program Purpose

B. Program Authority

II. AWARD INFORMATION

A. AWARD TYPE AND AMOUNT

B. PERIOD OF PERFORMANCE

III. ELIGIBILITY INFORMATION

A. ELIGIBLE APPLICANTS

B. COST SHARING OR MATCHING

C. OTHER INFORMATION

IV. APPLICATION AND SUBMISSION INFORMATION

A. HOW TO OBTAIN AN APPLICATION PACKAGE

B. CONTENT AND FORM OF APPLICATION SUBMISSION

C. SUBMISSION DATE, TIME, PROCESS AND ADDRESS

D. INTERGOVERNMENTAL REVIEW

E. FUNDING RESTRICTIONS

F. OTHER SUBMISSION REQUIREMENTS

V. APPLICATION REVIEW INFORMATION

A. CRITERIA

B. REVIEW AND SELECTION PROCESS

VI. AWARD ADMINISTRATION INFORMATION

A. AWARD NOTICES

B. ADMINISTRATIVE AND NATIONAL POLICY REQUIREMENTS

C. REPORTING

VII. AGENCY CONTACTS

VIII. OTHER INFORMATION

A. WEB-BASED RESOURCES

B. INDUSTRY COMPETENCY MODELS AND CAREER CLUSTERS

C. WORKFORCEGPS RESOURCES

D. SKILLSCOMMONS RESOURCES

IX. OMB INFORMATION COLLECTION

APPENDIX A

EXECUTIVE SUMMARY

The Women’s Bureau, U.S. Department of Labor (DOL, or the Department, or we), announces the availability of approximately $1,000,000 in grant funds, authorized by 29 U.S.C. § 13 and the Further Consolidated Appropriations Act, 2024, for the Fostering Access, Rights and Equity (FARE) grant initiative.

This program will allow award recipients to undertake projects to assist marginalized and underserved women workers who have been impacted by gender-based violence and harassment (GBVH) in the world of work, which includes activities that occur in the course of, linked with, or arising out of work. Grant recipients will undertake projects to prevent and respond to GBVH, which is pervasive across industries and deeply impacts the safety and economic security of women workers and survivors. Survivors of GBVH often suffer the loss of other employment rights and benefits. Grant recipients will address GBVH in the world of work by building awareness, connecting women to federal and state workplace rights and benefits, and implementing worker- and survivor-driven strategies to shift workplace norms.

Selected awardees will work to reach women workers and survivors with a particular focus on underserved and marginalized women workers who are disproportionately impacted by GBVH, including but not limited to women of color, women with disabilities, justice system-impacted women, individuals who identify as LGBTQI+, marginalized workers in women-dominated sectors, ethnic minorities, immigrants, workers with limited English proficiency and workers experiencing substance abuse issues, homelessness or chronic poverty.

The grants will support organizations in their efforts to address GBVH in the world of work, which must include activities that:

• Build awareness through the dissemination of information and educational materials that are worker and survivor-centered;

• Implement worker and survivor-driven strategies that mitigate workplace risks and prevent workplace GBVH;

• Connect women workers to services, benefits, and/or legal assistance as needed, reasonable and/or available; and

• Facilitate and encourage women workers and survivors to become focal points for solutions in their own communities through train-the-trainer, guided conversations, leadership circles or other activities.

To be eligible for funds under this grant program, the applicant must be a nonprofit organization.

Applicants should provide evidence that they are a community-based organization, worker group, union, survivor advocacy organization or other nonprofit organization with well-established ties to underserved and marginalized women workers who are disproportionately impacted by GBVH. Applicants should provide evidence that they have the expertise and ability to provide women workers with knowledge and tools to address and mitigate GBVH in the world of work, including using trauma-informed and survivor-centered approaches. Applicants should also show that they can implement their proposed activities in a timely fashion.

The Women’s Bureau expects availability of approximately $1,000,000 to fund approximately https://www.dol.gov/agencies/wb/topics/GBVH https://www.dol.gov/agencies/wb/topics/GBVH https://blog.dol.gov/2022/12/07/together-we-can-achieve-a-world-of-work-free-from-gender-based-violence-and-harassment-0 three to four grants, with a minimum value of $250,000 each. Applicants may apply for a ceiling amount of $350,000. The period of performance will be 18 months. Each grant award may allow no more than 25 percent for child care and other supportive services, as defined in section IV.E.3, to ensure women impacted by GBVH have full access and ability to attend workshops, trainings and other related grant activities.

The Department is committed to producing strong evidence on the effectiveness of its grant programs; therefore, grant awards will come with a condition that recipients, as well as any subrecipients and subcontractors, must fully participate in any evaluation the Department initiates.

I. FUNDING OPPORTUNITY DESCRIPTION

A. Program Purpose This Announcement solicits applications for the FY 24 Fostering Access, Rights and Equity (FARE) Grant Program.

The Women’s Bureau, U.S. Department of Labor (DOL) announces an opportunity for nonprofit organizations with experience addressing GBVH in the world of work and strong ties to underserved communities to participate in the Fostering Access, Rights and Equity (FARE) grant initiative. This program will allow award recipients to undertake projects to prevent and respond to GBVH and to assist underserved and marginalized women workers and survivors who have been impacted or who are at high risk of gender-based violence and harassment in the world of work.

The projects funded by this program will work to prevent and respond to GBVH in the world of work by building awareness, connecting women to services, benefits and legal assistance, and ensuring women workers and survivors are focal points in developing and implementing solutions. The projects will support, develop, and implement strategies in order to mitigate GBVH risks and prevent workplace GBVH before it happens. The grant recipients will enlist trusted messengers and community groups to reach underserved and marginalized women workers who are disproportionately impacted by GBVH.

The FARE grant program addresses the importance of workers having a safe, healthy, and accessible workplace, free from GBVH. This is consistent with The Good Jobs Principles, the shared vision of job quality that has informed billions of the generational investments in infrastructure and communities made through the Biden-Harris Administration’s Invest in America Agenda. The Principles envision working conditions where "workers are free from harassment, discrimination, and retaliation at work” and the removal of barriers to the workplace for underserved communities, a term encompassing underserved and marginalized women workers who are disproportionately impacted by GBVH.

Consistent with the Principles, the grants will improve job quality by working to address harmful workplace norms that perpetuate violence and harassment, such as fear of retaliation and limited access to legal services and supportive services. Grant recipients will also ensure women workers and survivors are aware of all employment rights, wages and benefits due to them. For purposes https://www.dol.gov/general/good-jobs/principles of this grant program, the world of work includes activities occurring in the course of, linked with, or arising out of work; this includes activities in traditional workplaces and anywhere workers are paid, places workers take rest breaks, during job and workforce training, the job seeking process, and through work-related communications.

Background

The International Labour Organization’s Convention 190 defines “gender-based violence and harassment” as violence and harassment directed at persons because of their sex or gender or affecting persons of a particular sex or gender disproportionately and includes sexual harassment.” This grant is focused on preventing and responding to GBVH in the world of work, as well as mitigating the impact of GBVH in the world of work. The first-ever U.S. National Plan to End Gender-Based Violence highlights the importance of addressing gender-based violence in the world of work because of the impact on survivor’s economic security and safety as well as the negative impact GBVH has on workers. For the purposes of this grant, GBVH in the world of work includes, but is not limited to, the following forms of violence and harassment that occur in or impact the world of work: sexual violence (including sexual assault, rape and sexual harassment), domestic violence (including intimate partner violence, dating violence and teen dating violence), stalking, human trafficking (including sex trafficking and labor trafficking) and online harassment and abuse. For further information, please see Appendix A.

GBVH is persistent across all industries and occupations. Globally, more than 1 in 5 workers has experienced at least one form of violence and harassment at work. In the United States, anywhere from 25 percent to 85 percent of women report having experienced sexual harassment in the workplace, yet many incidents of GBVH continue to go unreported. According to the Equal Employment Opportunity Commission (EEOC)’s 2016 Select Task Force on the Study of Harassment in the Workplace Report (EEOC 2016 Select Task Force Report), up to 90 percent of individuals who say they have experienced workplace harassment never take formal action, such as filing a charge or complaint. Additional studies have found that up to 75 percent of employees who spoke out against workplace mistreatment faced some form of retaliation.

Women may face an even higher risk of harassment in certain industries and work arrangements.

This includes, for example, women who are dependent on tips from customers in restaurant, food services and hospitality jobs, such as wait staff and hotel housekeeping staff; those who work in jobs where they are often isolated, including janitors, domestic care workers, truck drivers and farmworkers; construction workers and other women working in nontraditional occupations that are male-dominated; and workers who are vulnerable to exploitation, such as those lacking legal immigration status, working under a temporary work visa or having limited English proficiency.

The rate of women’s sexual harassment charges per 100,000 employees is higher in male-dominated industries like mining, quarrying and oil and gas extraction; warehousing; and transportation. However, the total number of sexual harassment claims filed with the EEOC are highest in the industries that employ large numbers of women, with the top being the accommodation and food services industry, followed by retail trade.

Additionally, GBVH affects all populations, but some communities are disproportionately impacted, such as people from underserved and historically marginalized communities, https://www.whitehouse.gov/wp-content/uploads/2023/05/National-Plan-to-End-GBV.pdf https://www.whitehouse.gov/wp-content/uploads/2023/05/National-Plan-to-End-GBV.pdf https://www.eeoc.gov/select-task-force-study-harassment-workplace https://www.ilo.org/wcmsp5/groups/public/@dgreports/@dcomm/documents/publication/wcms_863095.pdf https://www.eeoc.gov/select-task-force-study-harassment-workplace https://www.eeoc.gov/data/sexual-harassment-our-nations-workplaces https://www.eeoc.gov/data/sexual-harassment-our-nations-workplaces https://psycnet.apa.org/record/2003-08390-002 https://iwpr.org/wp-content/uploads/2020/09/IWPR-sexual-harassment-brief_FINAL.pdf https://www.futureswithoutviolence.org/wp-content/uploads/GBV-report.pdf https://hbr.org/2018/01/sexual-harassment-is-pervasive-in-the-restaurant-industry-heres-what-needs-to-change https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3407960 https://www.americanprogress.org/article/not-just-rich-famous/ including, but not limited to, women and girls of color, LGBTQI+ people, people with disabilities and people affected by persistent poverty and inequality. Survivors from underserved and historically marginalized communities may also experience intersecting forms of discrimination and bias as they access services and support.

GBVH takes a tremendous toll on women workers, their families, their colleagues and on employers. The EEOC 2016 Select Task Force Report stated that workplace harassment can produce psychological, physical, occupational and economic damage that can have ripple effects throughout the survivor’s life. A number of studies have documented the costs of workplace sexual harassment and assault, including severe negative effects on mental and physical health, increased workplace accidents, reduced opportunities for workplace advancement and economic security, forced job changes, unemployment and having to leave a secure or good-paying job.

For example, one recent study estimated the lifetime cost for harassment survivors can reach up to $1.3 million. Additionally, a 2017 study of the lifetime cost of rape estimated a $1.6 trillion loss in work productivity among survivors and perpetrators. Another study found that women workers are also experiencing discrimination, loss of wage progression, and the loss of other employment rights and benefits as part of or as a consequence of GBVH.

For women workers and survivors and their families, economic security is integral to their ability to recover, heal and seek justice. Survivors often need immediate support in job placement, skills development, access to a family-sustaining income, along with childcare, paid leave, housing and other services. However, workers and survivors may not be aware of workplace benefits or community resources available to assist them. Advocacy groups and community organizations can provide resources and worker and survivor-driven strategies to prevent harassment, including how to proactively mitigate risk factors, such as promoting accountability and workforce diversity at all levels, as well as tools and strategies to address GBVH in a survivor-centered way.

Additionally, women workers and survivors may not know their rights or their options for reporting and seeking justice at the federal, state, employer and/or union level. For instance, EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on sex. Sexual harassment and sexual assault in the workplace fall under Title VII prohibitions.

The Speak Out Act and Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 provide additional rights to women workers and others impacted by GBVH. In certain circumstances, section 5(a)(1) of the Occupational Safety and Health Act, the General Duty Clause, can be enforced against employers for incidents of GBVH at work. Furthermore, workers may also be able to seek justice by filing a grievance with their union.

Nonprofit organizations with strong ties to underserved communities are uniquely positioned to design place-based strategies that can be scaled to address the needs of large populations of underserved and marginalized women workers who face GBVH in the world of work.

Developing and implementing effective, peer-driven and ongoing education and awareness programs can help increase awareness and understanding of what GBVH is, thereby improving both prevention and response. Direct input from workers, alongside employer commitment and support, are critical to the overall effectiveness of these programs.

https://www.eeoc.gov/select-task-force-study-harassment-workplace https://iwpr.org/wp-content/uploads/2020/09/IWPR-sexual-harassment-brief_FINAL.pdf https://iwpr.org/wp-content/uploads/2021/07/Paying-Today-and-Tomorrow_Charting-the-Financial-Costs-of-Workplace-Sexual-Harassment_FINAL.pdf https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5438753/ https://iwpr.org/wp-content/uploads/2021/07/Paying-Today-and-Tomorrow_Charting-the-Financial-Costs-of-Workplace-Sexual-Harassment_FINAL.pdf https://www.workplacesrespond.org/ https://www.eeoc.gov/select-task-force-study-harassment-workplace#_Toc453686306 https://www.eeoc.gov/select-task-force-study-harassment-workplace#_Toc453686321 https://www.workplacesrespond.org/resource-library/impacts-of-violence-trauma/ https://www.worker.gov/harassment/ https://www.congress.gov/bill/117th-congress/senate-bill/4524/text https://www.congress.gov/bill/117th-congress/house-bill/4445/text https://www.congress.gov/bill/117th-congress/house-bill/4445/text

FARE Grants

The FARE grant program will allow award recipients to undertake projects to assist underserved and marginalized women workers who have been impacted by GBVH in the world of work. The projects will aim to prevent and respond to GBVH in the world of work by building awareness, connecting women to services, benefits, and legal assistance and ensuring women workers and survivors are focal points in developing and implementing solutions. The projects will support, develop and implement worker-driven, worker-informed strategies in order to mitigate and prevent workplace GBVH before it happens.

Applicants should propose a project that addresses GBVH in the world of work and assists women workers and survivors who are marginalized and underserved. The Women’s Bureau invites nonprofit organizations with deep ties to underserved and marginalized women workers who face a higher risk of GBVH, to apply under the FARE grant initiative.

A FARE grant must include activities that:

• Build awareness through the dissemination of information and educational materials that are worker and survivor-centered;

• Implement women worker and survivor-driven strategies that mitigate workplace risks and prevent workplace GBVH;

• Connect women workers to services, benefits and/or legal assistance as needed, reasonable and/or available; and

• Facilitate and encourage women workers and survivors to become focal points for solutions in their own communities through train-the-trainer, guided conversations, leadership circles or other activities.

The grant funds will be used to conduct outreach that focuses on women workers and survivors, including but not limited to women of color, women with disabilities, justice system-impacted women, individuals who identify as LGBTQI+, marginalized workers in women-dominated sectors, ethnic minorities, immigrants, workers with limited English proficiency and workers experiencing substance abuse issues, homelessness or chronic poverty who are disproportionately impacted by GBVH.

The Women’s Bureau will award funds to qualifying nonprofit organizations whose applications demonstrate capabilities to achieve the program’s objectives and performance expectations, including relevant experience in reaching and connecting with women workers and survivors who have been impacted by GBVH and who will benefit from the proposed activities; delivering and administering education and assistance programs; managing grants; and employing subject matter experts. Applicants are required to submit proposals outlining project design and cost;

existing organizational capacity; the capability to reach the target population; and the ability to execute quickly and produce results in the near term. Applicants may partner with other community-based and nonprofit organizations that will enable them to reach vulnerable workers and deter GBVH.

Promoting workplaces that are free from GBVH is aligned with Congress’ authorization that the Women’s Bureau grant funds “to serve and promote the interests of women in the workforce,” in the Further Consolidated Appropriations Act, FY2024, Pub. L. 118-47 (March 23, 2024). Fair and equal employment is a core pre-requisite to women’s economic security, and is a cornerstone of the Women’s Bureau’s mission, which was created in 1920 by Public Law 66-259. The Women’s Bureau’s mission is to develop policies and standards and conduct inquiries to safeguard the interests of working women, advocate for their equality and economic security for themselves and their families and promote quality work environments.

The FARE grant program supports the Women’s Bureau’s and the Department of Labor’s mandate to implement the provisions of Executive Order 13985, which charges the Department with identifying and addressing barriers to more equitable access to public benefits, services and protections. These grant activities will help connect workers with needed information and assistance and highlight the approaches that hold promise for improving outcomes. Through the grant reporting process described in VI.C.2, the grantees will report on the grant activities, challenges, best practices, outputs and outcomes, which the Women’s Bureau will share with other FARE grantees, community organizations and within DOL. This work also aligns with the Biden Administration’s commitment to increasing the availability of good jobs for American workers by improving the working conditions of American women. It also aligns with The Good Jobs Principles and efforts to expand the availability of good jobs for women through Invest in America agenda.

For purposes of this grant, the world of work is broadly defined and similar to the International Labour Organization definition in Convention 190. Applicants should note that while Convention 190 establishes aspirational goals to prevent GBVH in the world of work for its signatories, the U.S. is not a signatory. Therefore, grantees are only required to connect women workers to services, benefits and/or legal assistance as under federal and/or state law.

B. Program Authority

This program is authorized by 29 U.S.C. §13 and the Further Consolidated Appropriations Act, 2024, Pub. L. 118-47 (March 23, 2024).

II. AWARD INFORMATION

Funding will be provided in the form of a G (Grant).

A. AWARD TYPE AND AMOUNT

We expect availability of approximately $1,000,000 to fund approximately three to four grants.

Awards made under this Announcement are subject to the availability of federal funds. If additional funds become available, we reserve the right to use such funds to select additional grantees from applications submitted in response to this Announcement.

Applicants must apply for at least $250,000 in grant funds. Funding requests must not exceed $350,000.

Each grant award may allow no more than 25 percent for childcare and other supportive services, as defined in section IV.E.3 to ensure women impacted by GBVH have full access and ability to attend workshops, trainings, pursue legal remedies and other related grant-based activities.

B. PERIOD OF PERFORMANCE

The period of performance is 18 months with an anticipated start date of 09/30/2024. This performance period includes all necessary implementation and start-up activities.

III. ELIGIBILITY INFORMATION

A. ELIGIBLE APPLICANTS

The following organizations are eligible to apply:

12 (Nonprofits having a 501(c)(3) status with the IRS, other than institutions of higher education) 13 (Nonprofits without 501(c)(3) status with the IRS, other than institutions of higher education) To be eligible for funds under this grant program, the applicant must be a nonprofit organization.

Applicants should provide evidence in their project narratives that they are a community-based organization, worker group, union or other nonprofit organization with deep ties to underserved and marginalized women workers who are disproportionately impacted by GBVH. Applicants should also provide evidence that they have the expertise and ability to provide women workers with knowledge and tools to address and mitigate GBVH in the world of work using trauma-informed and survivor-centered approaches, and that they can quickly implement their proposed activities.

B. COST SHARING OR MATCHING

This program does not require cost sharing or matching funds. Including such funds is not one of the application screening criteria and applications that include any form of cost sharing or match will not receive additional consideration during the review process. Instead, the agency considers any resources contributed to the project beyond the funds provided by the agency as leveraged resources. Section IV.B.2 provides more information on leveraged resources.

C. OTHER INFORMATION

1. Application Screening Criteria

You should use the checklist below as a guide when preparing your application package to ensure that the application has met all of the screening criteria. Note that this checklist is only an aid for applicants and should not be included in the application package. We urge you to use this checklist to ensure that your application contains all required items. If your application does not meet all of the screening criteria, it will not move forward through the merit review process.

Requirement Instructions Complete?

The deadline submission requirements are met Section IV.C

Eligibility Section III.A

2. Number of Applications Applicants May Submit

We will consider only one application from each organization. If we receive multiple applications from the same organization, we will consider only the most recently received application that met the deadline. If the most recent application is disqualified for any reason, we will not replace it with an earlier application.

3. Eligible Participants

a. Participants Eligible to Receive Training The intent of this grant is to fund projects that will benefit and assist women workers and survivors who have been impacted by GBVH, with a particular focus on underserved and marginalized women workers who are disproportionately impacted by GBVH, including but not limited to women of color, women with disabilities, justice system-impacted women, individuals who identify as LGBTQI+, marginalized workers in women-dominated sectors, ethnic minorities, immigrants, workers with limited English proficiency and workers experiencing substance abuse issues, homelessness or chronic poverty. For purposes of this FOA, “woman” or “women” is to be interpreted in the most inclusive manner, with participant eligibility to be inclusive of transgender women and non-binary individuals.

b. Veterans’ Priority for Participants 38 U.S.C. 4215 requires grantees to provide priority of service to veterans and spouses of certain veterans for the receipt of employment, training and placement services in any job training program directly funded, in whole or in part, by DOL. The regulations implementing this priority

If submitted through Grants.gov, the components of the application are saved in any of the specified formats and are not corrupt. (We will attempt to open the document but will not take any additional measures in the event of problems with opening.)

Section IV.C.2

Application federal funds request does not exceed the ceiling amount of $350,000 and is above the floor of $250,000

Section II. A

Applicant has registered with the System for Award Management (SAM) and maintains an active account

Section IV.B.1

SF-424, Application for Federal Assistance Section IV.B.1

SF-424 includes a Unique Entity Identifier (UEI) Number Section IV.B.1

SF-424A, Budget Information Form Section IV.B.2

Budget Narrative Section IV.B.2

Project Narrative Section IV.B.3 of service are at 20 CFR Part 1010. In circumstances where a grant recipient must choose between two qualified candidates for a service, one of whom is a veteran or eligible spouse, the veterans’ priority of service provisions require that the grant recipient give the veteran or eligible spouse priority of service by first providing him or her that service. To obtain priority of service, a veteran or spouse must meet the program’s eligibility requirements. Grantees must comply with DOL guidance on veterans’ priority. ETA’s Training and Employment Guidance Letter (TEGL) No. 10-09 (issued November 10, 2009) provides guidance on implementing priority of service for veterans and eligible spouses in all qualified job training programs funded in whole or in part by DOL. TEGL No. 10-09 is available at https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=2816.

IV. APPLICATION AND SUBMISSION INFORMATION

A. HOW TO OBTAIN AN APPLICATION PACKAGE

This FOA, found at www.Grants.gov, contains all of the information and links to forms needed to apply for grant funding. Additional resources on how to apply for grants can be found at www.dol.gov/grants.

B. CONTENT AND FORM OF APPLICATION SUBMISSION

Applications submitted in response to this FOA must consist of four separate and distinct parts:

1. SF-424, “Application for Federal Assistance”.

2. Project Budget, composed of the SF-424A and Budget Narrative.

3. Project Narrative; and

4. Attachments to the Project Narrative.

You must ensure that the funding amount requested is consistent across all parts and sub-parts of the application.

1. SF-424, “Application for Federal Assistance”

You must complete the SF-424, “Application for Federal Assistance” (available at https://apply07.grants.gov/apply/forms/readonly/SF424_2_1-V2.1.pdf).

• In the address field, fill out the nine-digit (plus hyphen) zip code. Nine-digit zip codes can be looked up on the USPS website at https://tools.usps.com/go/ZipLookupAction!input.action.

• The SF-424 must clearly identify the applicant and must be signed by an individual with authority to enter into a grant agreement. Upon confirmation of an award, the individual signing the SF-424 on behalf of the applicant is considered the Authorized Representative of the applicant. As stated in block 21 of the SF-424 form, the signature of the Authorized Representative on the SF-424 certifies that the organization is in compliance with the Assurances and Certifications form SF-424B (available at https://www.grants.gov/forms/forms-repository/sf-424-family). You do not need to submit the SF-424B with the application.

https://wdr.doleta.gov/directives/corr_doc.cfm?DOCN=2816 https://www.grants.gov/ http://www.dol.gov/grants https://apply07.grants.gov/apply/forms/readonly/SF424_2_1-V2.1.pdf https://tools.usps.com/go/ZipLookupAction!input.action https://www.grants.gov/forms/forms-repository/sf-424-family

a. Requirement for Unique Entity Identifier

All applicants for federal grant funding must have a Unique Entity Identifier (UEI) and must supply their UEI on the SF-424. The UEI is a 12-character (alpha-numeric) code that uniquely identifies all entities. Any entity registering to do business with the government is required to have one. UEIs are issued by SAM.gov and are a part of an entity's record in the Entity Information section of SAM.gov. If you do not have a UEI, you can get one for free at https://sam.gov.

Grant recipients authorized to make subawards must meet these requirements related to UEI:

• Grant recipients must notify potential subawardees that no entity may receive a subaward unless the entity has provided its UEI.

• Grant recipients may not make a subaward to an entity unless the entity has provided its

UEI.

(See Appendix A to 2 CFR Part 25.)

b. Requirement for Registration with SAM

Applicants must register with the System for Award Management (SAM) before submitting an application. Find instructions for registering with SAM at https://www.sam.gov.

A recipient must maintain an active SAM registration with current information at all times during which it has an active federal award or an application under consideration. To remain registered in the SAM database after the initial registration, the applicant is required to review and update the registration at least every 12 months from the date of initial registration or subsequently update its information in the SAM database to ensure it is current, accurate and complete. For purposes of this paragraph, the applicant is the entity that meets the eligibility criteria and has the legal authority to apply and to receive the award. If an applicant has not fully complied with these requirements by the time the Grant Officer is ready to make a federal award, the Grant Officer may determine that the applicant is not qualified to receive a federal award and use that determination as a basis for making a federal award to another applicant.

2. Project Budget

You must complete the SF-424A Budget Information Form (available at https://www.grants.gov/forms/forms-repository/sf-424-family). In preparing the Budget Information Form, you must provide a concise narrative explanation to support the budget request, explained in detail below.

a. Budget Narrative

The Budget Narrative must provide a description of estimated costs associated with each line item on the SF-424A. The Budget Narrative should also include a section describing any leveraged resources provided (as applicable) to support grant activities. Leveraged resources are all resources, both cash and in-kind, in excess of this award. Applicants are encouraged to leverage resources to increase stakeholder investment in the project and broaden the impact of the project itself.

https://sam.gov/ https://www.ecfr.gov/current/title-2/subtitle-A/chapter-I/part-25/appendix-Appendix%20A%20to%20Part%2025 https://www.sam.gov/ https://www.grants.gov/forms/forms-repository/sf-424-family

Each category should include the total cost for the period of performance. Use the following guidance for preparing the Budget Narrative.

Personnel: List all staff positions by title (both current and proposed) including the roles and responsibilities. For each position give the annual salary, the percentage of time devoted to the project and the amount of each position’s salary funded by the grant.

Fringe Benefits: Provide a breakdown of the amounts and percentages that comprise fringe benefit costs such as health insurance, FICA, retirement, etc.

Travel: For grantee staff only, specify the purpose, number of staff traveling, mileage, per diem, estimated number of in-state and out-of-state trips and other costs for each type of travel.

Equipment: Identify each item of equipment you expect to purchase that has an estimated acquisition cost of $5,000 or more per unit (or if your capitalization level is less than $5,000, use your capitalization level) and a useful lifetime of more than one year (see 2 CFR 200.1 for the definition of Equipment). List the item, quantity and the unit cost per item.

Items with a unit cost of less than $5,000 are supplies, not “equipment.” In general, we do not permit the purchase of equipment during the last funded year of the grant.

Supplies: Identify the cost categories of supplies (e.g., general office supplies, desk/chairs, laptops/printers, other specialty items) in the detailed budget, per category. Except for general office supplies, list the item, quantity and the unit cost per item. Supplies include all tangible personal property other than “equipment” (see 2 CFR 200.1 for the definition of Supplies).

Contractual: Under the Contractual line item, delineate contracts and subawards separately.

Contracts are defined according to 2 CFR 200.1 as a legal instrument by which a non-federal entity purchases property or services needed to carry out the project or program under a federal award. A subaward, defined by 2 CFR 200.1, means an award provided by a pass-through entity to a subrecipient for the subrecipient to carry out part of a federal award received by the pass-through entity. It does not include payments to a contractor or payments to an individual that is a beneficiary of a federal program. For each proposed contract and subaward, specify the purpose and activities to be provided, and the estimated cost.

Construction: Construction costs are not allowed, and this line must be left as zero. Minor alterations to adjust an existing space for grant activities (such as a classroom alteration) may be allowable. We do not consider this as construction, and you must show the costs on other appropriate lines such as Contractual.

Other: Provide clear and specific detail, including costs, for each item so that we are able to determine whether the costs are necessary, reasonable and allocable. List items, such as stipends, incentives or language access services not covered elsewhere.

Indirect Costs: If you include an amount for indirect costs (through a Negotiated Indirect Cost Rate Agreement or De Minimis) on the SF-424A budget form, then include one of the following:

• If you have a Negotiated Indirect Cost Rate Agreement (NICRA), provide an explanation of how the indirect costs are calculated. This explanation should include which portion of each line item, along with the associated costs, are included in your cost allocation base. Also, provide a current version of the NICRA.

or

• If you intend to claim indirect costs using the 10 percent de minimis rate, please confirm that your organization meets the requirements as described in 2 CFR 200.414(f).

Clearly state that your organization does not have a current negotiated (including provisional) rate, and is not one described in 2 CFR 200, Appendix VII(D)(1)(b).

Applicants choosing to claim indirect costs using the de minimis rate must use Modified Total Direct Costs (defined by DOL below) as their cost allocation base. Provide an explanation of which portion of each line item, along with the associated costs, are included in your cost allocation base. Note that there are various items not included in the calculation of Modified Total Direct Costs. See the definitions below to assist you in your calculation.

• Modified Total Direct Cost (MTDC) definition: To avoid a serious inequity in the distribution of indirect costs, DOL defines MTDC as all direct salaries and wages, applicable fringe benefits, materials and supplies, services, travel, and up to the first $25,000 of each subaward or subcontract (regardless of the period of performance of the subawards and subcontracts under the award). MTDC excludes equipment, capital expenditures, charges for patient care, rental costs, tuition remission, scholarships and fellowships, participant support costs and the portion of each subaward or subcontract in excess of $25,000.

• You will also note that participant support costs are not included in modified total direct costs. Participant support costs are defined below.

• Participant Support Cost, defined at 2 CFR Part 200.1, means direct costs for items such as stipends or subsistence allowances, travel allowances, and registration fees paid to or on behalf of participants or trainees (but not employees) in connection with conferences or training projects.

See Section IV.B.4. and Section IV.E.1 for more information. Additionally, the following link contains information regarding the negotiation of Indirect Cost Rates at DOL:

https://www.dol.gov/agencies/oasam/centers-offices/business-operations-center/cost-determination.

Note that the SF-424, SF-424A and Budget Narrative must include the entire federal grant amount requested (not just one year).

Do not show leveraged resources on the SF-424 and SF-424A. You should describe leveraged resources in the Budget Narrative.

Applicants should list the same requested federal grant amount on the SF-424, SF-424A and Budget Narrative. If minor inconsistencies are found between the budget amounts specified on the SF-424, SF-424A and the Budget Narrative, DOL will consider the SF-424 the official funding amount requested. However, if the amount specified on the SF-424 would render the https://www.dol.gov/agencies/oasam/centers-offices/business-operations-center/cost-determination https://www.dol.gov/agencies/oasam/centers-offices/business-operations-center/cost-determination application nonresponsive, the Grant Officer will use his or her discretion to determine whether the intended funding request (and match if applicable) is within the responsive range.

3. Project Narrative

The Project Narrative must demonstrate your capability to implement the grant project in accordance with the provisions of this Announcement. It provides a comprehensive framework and description of all aspects of the proposed project. It must be succinct, self-explanatory and well-organized so that reviewers can understand the proposed project.

The Project Narrative is limited to 15 double-spaced single-sided 8.5 x 11-inch pages with Times New Roman 12-point text font and 1-inch margins. You must number the Project Narrative beginning with page number 1.

We will not read or consider any materials beyond the specified page limit in the application review process.

The following instructions provide all the information needed to complete the Project Narrative.

Carefully read and consider each section and include all required information in your Project Narrative. The agency will evaluate the Project Narrative using the evaluation criteria identified in Section V.A. You must use the same section headers identified below for each section of the Project Narrative.

a. Statement of Need (Up to 10 points)

i. Explain clearly in both qualitative and quantitative terms the need to address GBVH in the world of work by documenting the needs of working women impacted by GBVH in a proposed geographic service area (up to 5 points).

ii. Explain clearly how the proposed grant activities will make a difference in the lives of women workers who are disproportionately impacted by GBVH, including detail on how specific grant activities, such as providing information and connecting survivors to additional benefits and services, will positively impact women workers and their families (up to 5 points).

b. Expected Outcomes and Outputs (Up to 15 points)

i. Clearly identify the outcome(s) and output(s) that will result from the project.

Outcomes are the measurable results of the project that indicate how the grantee prevented or addressed GBVH in the world of work. They are the positive benefits or negative changes or measurable characteristics that occur as a result of project activities or outputs. Outputs are tangible products or services that result from the project. Identify the outcomes and outputs in a manner that is realistic, clear and consistent with the expressed need, and in alignment with the proposed project and activities (up to 5 points).

ii. Clearly explain in detail how the applicant plans to:

• Calculate and track the number of women the applicant plans to reach or serve (as listed below) (up to 2 points); and

• Gather demographic information of the women reached or served. Measurable results must focus on underserved and marginalized women workers who are disproportionately impacted by GBVH, including but not limited to women of color, women with disabilities, justice system-impacted women, individuals who identify as LGBTQI+, marginalized workers in women-dominated sectors, ethnic minorities, immigrants, workers with limited English proficiency and workers experiencing substance abuse issues, homelessness or chronic poverty. The numbers must be based on information regarding the applicant’s ability to reach and engage with this target audience (up to 2 points).

iii. Estimate a goal for each category below:

• Number of women and/or size and type of the audience to whom educational information will be disseminated as part of the awareness building activities (1 point);

• Number of women who will benefit from worker and survivor-driven strategies that mitigate and prevent workplace GBVH (1 point);

• Number of women who will be connected or referred to additional services, benefits and/or legal assistance (1 point);

• Number of women who will become community focal points through train-the-trainer, guided conversations, leadership circles or other activities (1 point);

• Whether and to what extent best practices or services developed under this grant can or will be sustained beyond the grant period (1 point); and

• Any systemic change anticipated to result from the grant activities (1 point).

c. Project Design (Up to 25 points)

Propose methods and activities that the project will use to prevent or address GBVH in the world of work. Outline a plan of action that describes the scope and detail of how the project will accomplish the proposed work based on the applicant’s experience implementing similar projects. Describe a coherent and feasible approach for reaching the target audience and achieving the outputs and outcomes identified by the applicant in response to section IV.B.3.b “Expected Outcomes and Outputs” and section VI.C.2 “Quarterly Performance Reports” (up to 5 points).

In addition, this section must specifically:

i. Describe in detail a feasible and realistic approach for successfully addressing GBVH at work in the proposed service area. The overall design must clearly reflect the FARE initiative’s goals and demonstrate the ability for a quick start-up based on a depth of knowledge of and experience serving historically underserved women impacted by GBVH at work. Include anticipated challenges and barriers, plus a contingent strategy addressing the potential delays and barriers (up to 5 points).

ii. Clearly identify how the project will reach the target population and how it will expand outreach to, and recruitment of those historically underrepresented communities impacted by GBVH at work (up to 5 points).

iii. Describe fully the activities to take place in each of the following categories, demonstrating a robust survivor-centered and trauma-informed project that supports the objectives of the grant initiative. The activity description for each category must include the proposed deliverables, the major milestones, the methods used to count/track the number of women reached and assisted through each activity, and a timeline for implementation of all grant activities throughout the grant period of performance (up to 10 points total):

• Building Awareness and Dissemination Activities: Describe in detail the information/educational materials required to address the identified needs.

Explain clearly how women workers and survivors will lead in developing educational materials to produce worker/survivor-centered materials. Clearly explain how the outreach strategy will reach and assist the maximum number of women within the target population and how the results will be measured. Explain fully the applicant’s ability to communicate effectively using survivor-centered and trauma-informed methods and serve as a trusted intermediary to the targeted participants. Explain clearly how the applicant’s ability and experience using varied dissemination methods across multiple platforms, such as social media, in-person or virtual events, and one-on-one consultations, will provide measurable results and outcomes (up to 3 points).

• Mitigation Activities: Describe clearly how the project will support, develop and implement worker and survivor-driven strategies to mitigate and prevent workplace GBVH before it happens. Describe a clear plan for supporting, implementing and measuring the impact of these strategies. Explain fully how these strategies will have broader impact beyond the planned grant activities (up to 3 points).

• Connecting Women to Additional Services Activities: Describe in detail the applicant’s ability to help women impacted by GBVH at work access their rights and benefits, with a clear, viable plan to connect/refer women to additional services, benefits and legal assistance (up to 2 points).

• Facilitating and Encouraging Women Workers and Survivors to Become Focal Points Activities: Describe in detail the applicant’s ability and proposed activities to train women to provide assistance and/or become focal points in their own communities to ensure women impacted by GBVH at work access their rights and benefits. This can include train-the-trainer, guided conversations, leadership circles and other activities. Include a plan for collecting stories about how the grant activities have improved working women’s lives in a manner that protects the individuals involved. Describe how stories will be shared to help other working women, their colleagues and supporters (up to 2 points).

d. Performance Evaluation (Up to 10 points)

This section must provide the following:

i. Describe the measures, methods, techniques and tools that will be used to determine the extent to which the project achieves its anticipated results related to preventing and addressing GBVH in the world of work, and the extent to which the outcomes can be attributed to the project (up to 5 points).

ii. Describe how the project data will be used to inform program delivery and document the “lessons learned,” both positive and negative, that may be useful to entities interested in replicating successes of the project. If working with partner organizations, describe how you will capture broader local community impact and involvement. Describe in detail how project participants will participate in evaluation activities. Applicants must explain planned methods to obtain/track stories from project participants, as well as best practices and challenges throughout the project period of performance (up to 5 points).

e. Organizational, Administrative and Fiscal Capacity (Up to 23 points)

Applicants must:

i. Provide information on the applicant's current mission, structure, staffing and relevant experience, including a history of being an organization that serves women and that promotes gender and racial equity (up to 2 points).

ii.