You submit an application and a list of the selected employees that will work reduced hours during a temporary slowdown. They are paid unemployment benefits to offset part of their reduced wages.
To participate in Shared Work you must meet the following qualifications:
Participants must meet these requirements:
*Effective the week beginning June 28, 2020, through the week ending December 26, 2020, the one-year requirement is reduced to three months. This change applies to both new and existing plans. Participants must qualify for regular unemployment Insurance benefits to be paid.
Experience-rated employers – Your future experience rating will be affected by the Shared Work benefits paid to your workers in the same way as if you had a full lay off. Example: Reducing the hours of five employees by 20 percent affects your experience rating the same as a full lay off of one employee.
Reimbursing employers – Reimbursing employers will be billed quarterly for Shared Work benefits paid in the previous quarter.
Information you need to complete the application:
Select employees that you intend to retain long term. If you lay off an employee who is on Shared Work, your plan may end.
The proposed hours worked by each employee must be at least 50 percent and no more than 80 percent of their normal weekly hours. (An exception is that the plan may provide for a vacation shutdown for up to two weeks.)
After you meet the qualifications, the next step is to complete the application and your list of participants.
Application – one of the following must sign the completed application:
- Privately owned company – owner or officer
- Publicly held company – board member
- Nonprofit organization – board member or executive director
- Government entity – elected official or major non-tenured policy maker
Submit your completed application and participant list by email to firstname.lastname@example.org
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.
You are the primary source of Shared Work information for 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:
You can contact us at email@example.com to request changes to your plan.
Here are answers to some questions your employees may ask:
When your application is approved, we will send you a handout to give your employees on how they can apply for benefits and request benefit payments.