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School Closures & UC Benefits FAQs​

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Pursuant to Governor Wolf's Order dated April 9, 2020, the school where I work is now closed. Does this change the reasonable assurance provisions of the Pennsylvania UC Law?

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​Currently, there are no changes to the reasonable assurance provisions of the law. 

I was laid off because the school where I am employed has been closed by order of the Governor. Am I eligible for unemployment compensation (UC)? 

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​If you are a school employee who is not working because of the COVID-19 emergency, you may be eligible for UC benefits for any week in which you would otherwise be working.

If the educational entity where you are employed is shut down by order of the Governor, "Lack of work" should be provided as the reason for separation.

Please note that your eligibility may end when the normal 2019-2020 school year ends and the summer period between school terms begins. 

My hours have been reduced because the school where I am employed has been closed by order of the Governor. Am I eligible for UC?

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​If you are a school employee who is working reduced hours because of the COVID-19 emergency, you may be eligible for UC.

If you are a salaried employee and continue to receive your regular salary payments and benefits during the COVID-19 shutdown, you are not considered unemployed, and should not file a claim for benefits.

I am an employee at an educational institution on a ten-month contract. Am I eligible for UC when school is not in session due to a regularly scheduled holiday break or vacation period? 

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No, you are not eligible for UC during a period of time when school is not in session due to a regularly scheduled holiday break or vacation period. If your school is currently closed due to the COVID-19 emergency, you may be eligible for UC;  however, that eligibility may end when the normal 2019-2020 school year ends, and the summer period between school terms begins.

Eligibility for weeks filed beyond the end of the regularly scheduled academic school year will be subject to an investigation and will be denied if  it is  determined that the school employee has been given reasonable assurance of returning to work with the school employer for the following school term (2020-2021).