Unlike a full layoff, with Shared Work your workers will be in daily contact with your supervisors, managers, and human resources professionals. Successful Shared Work plans require that you understand how your Shared Work plan works, what your workers need to do to receive benefits, and that you communicate regularly with your workforce.
Communicating with your workers:
You must provide written notice to each employee on your participant list before the approved start date of your plan.
- The notification must inform the employee of the Shared Work plan terms and their right to apply for unemployment benefits.
You are the primary source of Shared Work information for your employees.
- They will come to you first with questions
- You know more about your workers and your workplace than we do, so you are in a better position to help them understand how your plan affects them.
- We will send you detailed information to help you discuss the process with your employees.
We are available to answer your questions and help make sure your Shared Work plan operates as smoothly as possible.
If anything changes:
Your Shared Work plan is a binding contract between you and the Unemployment Insurance Program. You must notify us and get approval before any change is made to your plan. This includes:
- Scheduled shutdowns
- Changes to the end date of a plan
- Changes to owner/officer information
You can contact us at email@example.com to request changes to your plan.