Q: Can an employer have more than one plan?
A: No, not within the same year. However, employers may request a change to the plan by submitting a “Work Share Modification” form or by making individual modifications on the employee’s weekly claim certifications.
Q: What may be modified on a plan during its existence?
A: Employees may be added or deleted. The ending date may also be modified.
Q: Plans exist for one year. May they be extended?
A: No. But, a second plan may be filed through the application process to begin right after an existing plan expires.
Q: Are different percentages okay for different individual within the plan?
A: Yes. Different percentages are allowed so long as the percentage of reduction remains somewhere from 20% to 40%.
Q: Can an employer lay off some workers in the plan and still keep the rest?
A: Yes, because Work Share would still prevent the layoff of those who stay. On the other hand, the employer could change the plan to provide for a higher percentage of reduction of hours for all workers, thus possibly eliminating the need for any layoffs.
Q: What is considered seasonal employment?
A: Employment is considered seasonal if the production or service provided is significantly reduced at periodic intervals on an annual basis.
Q: Can an employee or group of employees return to full-time work for a period and then return to the Work Share plan?
A: Yes, but while working full-time they are ineligible for Work Share benefits.
Q: Can an employee work for another employer during the plan?
A: Yes. Earnings must be reported and may affect the employee’s weekly UI benefit amount. Earnings from a non-Work Share employer which are in excess of 1/3 of the regular weekly benefit are deducted dollar-for-dollar from the Work Share benefit.
Q: Do workers have to look for other work?
Q: Do the reduced hours have to stay the same for each employee throughout the year of the plan?
A: No. As long as their hours are reduced by 20% to 40% of their normal pre-Work Share hours, we can change this percentage paid week by week.
Q: Will an employer be charged /have to reimburse monies paid from Work Share benefits to their employees?
A: No. Reimbursing the OED is no longer required for tax paying employers.