​Shared Work is a voluntary program that helps business and their employees during business downturns by providing an alternative to layoffs. Shared Work allows the employer to reduce the hours for a specific group of rather than laying off one or more employees. The program provides a weekly unemployment payment to the employees whose work week have been reduced. It also ensures that these workers will be available for regular hours when the business improves. One of the requirements of the Shared-Work program is the employer must state in the plan that participation is in lieu of layoffs that would involve at least 10 percent of the employees in the “affected unit” and would result in an equivalent reduction in work hours.

​If your employer provides you with health and retirement benefits under a defined benefit plan or contributions under a defined contribution plan, the employer must continue to provide you with those benefits, under the same terms and conditions as though the hours of work had not been reduced, or provide you with the same benefits as other employees not participating in the Shared-Work plan.

​You will receive the percentage of your weekly benefit allowance (*WBA) equal to the percentage of your reduction in hours per week. For example, if your WBA is $400 and the employer reduces your hours by 20 percent under the Shared-Work plan, you would receive 20 percent of $400 or $80 in Shared-Work UC. Note: The amount you actually receive may be less due to deductions for recoupment of overpayments, federal tax withholding, child support intercepts or an established benefit reduction. (Refer to your “Pennsylvania Unemployment Compensation Handbook” for information regarding benefit reduction.) 

​Depends. If you do not have an active UC claim at the time the Shared-Work Plan begins, yes, you must serve the first week of the Shared-Work plan as your unpaid waiting week. However, if you had an active UC claim at the time the Shared-work plan begins, and you have already served your waiting week during that benefit year, you do not have to serve another waiting week when the Shared-Work Plan begins.

​No, you do not have to apply for another UC claim, because your current claim will be reactivated. However, it is recommended that you reopen your current UC claim online, to provide the Department with your most up-to-date information.

​Yes, you may work part-time for another employer while participating in your employer’s Shared-Work plan. Your Shared-Work benefits will not be affected by this other employment. However, you are required to be able and available for work during the normal work hours of the participating employer. Please keep in mind that other employment may affect your eligibility for regular UC benefits after the Shared-Work Plan ends.

​No. Earnings from your part-time employer are not reported during a Shared-Work plan period. However, if your employer’s Shared-Work plan ends and you continue to file for UC benefits, you will be required to report all gross earnings and income (before deductions) from all your employers during the week in which they are earned.

​No. However, to be eligible for Shared-Work benefits, you must be available for your normal weekly hours of work with the Shared-Work employer.

​Yes, if any employee in the affected unit is covered by a collective bargaining agreement, a collective bargaining representative must approve the Shared-Work plan in writing before the plan may be approved by the Department.

​Yes.

​No, the union cannot unilaterally modify or terminate an active Shared-Work plan.

​The Shared-Work Program benefits the business and all the employees because it:

• Eliminates the need to train new employees when full-time work returns
• Maintains a high level of productivity and the skills of those employed
• Sustains the union workforce
• While preventing a full layoff, Shared-Work provides significantly more UC benefits to employees, compared to employees who have simply had their hours reduced and filed for partial UC benefits.
  

​Yes.

​No. If the employer indicates that the affected unit is part of a collective bargaining unit / union, the representative of the union must also sign the application.

​No. The union cannot unilaterally modify or terminate a Shared-Work plan.

Shared-Work preserves the jobs of all employees within the unit thereby:

• Eliminating the need for training new employees when work has returned to full time
• Maintaining the level of productivity and skills
• Sustaining the union workforce
• While preventing a full layoff, Shared-Work provides significantly more UC benefits to employees, compared to employees who have simply had their hours reduced and filed for partial UC benefits.
  

Shared-Work allows your employer to keep you employed during a slowdown while providing you significantly more UC benefits compared to if your hours were reduced and you applied for partial UC benefits.

Your employer will reduce the hours which you work during a week while dividing the remaining work among all the employees. You will receive a percentage of your UC benefits while you work the reduced hours. Meanwhile, you will keep any health insurance and other supplemental benefits that were in place before your hours are reduced.

​No, an employer may limit a Shared-Work plan to a specific department, shift or other organizational unit. You may have more than one Shared-Work plan.

​The department, shift or unit under a Shared-Work plan must have at least two participating employees without regard to corporate officers.

​Yes, employees who have not been employed in the affected unit for at least three months prior to the date the plan is submitted are not eligible. Also, employees who are expected to work 40 or more hours per week, while the plan is in effect, are also excluded. Corporate officers may not participate in Shared-Work.

​You must reduce hours by at least 20 percent and by no more than 40 percent.

​Yes. Each affected unit must have the same reduction percentage, but an employer may have multiple Shared-Work plans covering different departments, shifts or units. and there may be different reduction percentages in different plans.

​Assuming an employee is otherwise eligible for UC, he or she may receive Shared-Work benefits until the Shared Work plan ends or until the employee’s regular UC entitlement ends, whichever occurs first. The employee may be entitled to regular UC benefits following the conclusion of a Shared-Work plan if he or she doesn’t return to normal work hours.

​A Shared-Work plan can last up to 52 consecutive weeks. However, an employer is limited to a maximum of 104 weeks of shared work in a 156-week period.

​Yes. An employer may terminate a Shared-Work plan at any time by providing written notice to the department. The department may also terminate a plan for good cause.

​No. You may not lay off any employees in a Shared-Work plan during the duration of the plan. All employees in the same plan must experience the same reduction percentage and all employees must be offered the same reduction percentage within the same week. Modifications of the reduction percentage must be submitted in writing and approved prior to the change.

​Yes. However, after the Shared-Work plan ends, work with another employer could affect the employee’s eligibility for regular UC benefits, going forward.

​No, Shared-Work participants are exempt from the work registration requirement. However, to be eligible for Shared-Work benefits, a participating employee must be available for his or her normal weekly hours of work with the Shared-Work employer.

​To the extent that holiday, sick, or vacation pay is received for hours the employee would have worked under the Shared-Work plan, the employee's eligibility for Shared-Work UC benefits would not be affected. However, if a participating employee works the number of hours determined under the plan and receives holiday, sick or vacation pay for additional hours, his or her UC eligibility will be determined without regard to the Shared-Work provisions of the UC law. This would occur, for example, if an employee works 32 hours Monday through Thursday under a plan that calls for a 20 percent reduction in the regular 40-hour work week, and gets paid for a Friday holiday.

​If the employer provides health and retirement benefits under a defined benefit plan or contributions under a defined contribution plan, the employer must continue to provide those benefits to the participating employees under the same terms and conditions as though the hours of work had not been reduced or provided to participating employees to the same extent as other employees not participating in the Shared-Work plan.

​Yes, if any employee in the “affected unit” is covered by a collective bargaining agreement, a collective bargaining representative must approve the plan in writing before the plan can be approved by the Department.

​Yes. 

​No, the union cannot unilaterally modify or terminate an active Shared-Work plan.

​The Shared-Work Program benefits the business and all the employees because it:

• Eliminates the need to train new employees when full-time work returns
• Maintains a high level of productivity and the skills of those employed
• Sustains the union workforce
• While preventing a full layoff, Shared-Work provides significantly more UC benefits to employees, compared to employees who have simply had their hours reduced and filed for partial UC benefits.

​Shared-Work benefits are charged in the same manner as regular UC benefits, that is, to each participating employee's base year employers.

The first step is for the employer to complete a Pennsylvania UC Shared-Work plan application. The easiest and most efficient way to complete an application is online through our Pennsylvania's Unemployment Compensation System at www.uc.pa.gov.

​Yes. The plan must include the name, Social Security number, normal hours worked per week, and the proposed reduction of hours per week for the employees in the “affected unit.”

​Employers are notified in writing when a plan is approved or disapproved. If approved, the plan will be effective the Sunday after the week the plan is approved.

As an employer, you will be responsible for informing your employees to file their initial UC claim through the UC website in order to participate in the Shared-Work program. In addition, you will be required to submit claims on behalf of your employees on a weekly basis.

• You may apply for Shared Work online at www.benefits.uc.pa.gov.
• If you have questions about the Shared-Work plan, please contact the Office of UC Benefits by email at SharedWork@pa.gov. The Shared-Work staff will be happy to answer your questions, assist you with your application, or explain the program details to you.
  
• For additional information on the Shared-Work program, please visit www.uc.pa.gov/sharedwork