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  Shared-Work FAQs

Employer FAQS Bargaining Unit FAQS
Employee FAQS
 

Employer FAQs

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What is Shared-Work?

If I choose Shared-Work, must I use it for my entire business?

How many employees are required for a Shared-Work plan?

Are there any employees who are not permitted to participate in Shared Work?

How many hours of work can be reduced in a Shared-Work plan?

Must the employees’ hours of work be reduced by the same percentage if they are in the same affected unit?

How long can my employees receive Shared-Work benefits?

How long can a Shared-Work plan last?

Can I terminate a Shared-Work plan?

Can I lay off some of the workers participating in a Shared-Work plan and continue the plan with the remaining individuals?

Can an employee part-time work for another employer while a Shared-Work plan is in effect?

Must an employee actively seek other work or accept other work while participating in Shared-Work?

What happens if an employee receives holiday, sick or vacation pay?

How are employee health and retirement benefits affected by my participation in the Shared-Work program?

If I have union employees in a Shared-Work plan, must the union approve the Shared-Work Plan?

​Can a Shared-Work plan have an “affected unit” of both union and nonunion employees?

Can the union modify or terminate an active Shared-Work plan?

Why would a union member with seniority vote to approve a Shared-Work Plan when his/her job would be secure if layoffs of only 10% occurred?

 How are Shared-Work benefits charged?

How do I begin the Shared-Work program?

Should my application specify which employees will be participating in the Shared-Work program?

How will I know if my Shared-Work plan is approved?

What other responsibilities do I have after the plan is approved?


 

Bargaining Unit FAQs

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Not every employee within the “affected unit” is a union member; can the unit still be approved for a Shared-Work plan?

Can the company be approved for Shared-Work without the consent of collective bargaining/union representation?

Can the union representative request a modification or termination of a Shared-Work plan?

Why would a union member with seniority agree to reduced hours through Shared-Work when his/her job would be secure and an employee in his unit with less seniority would be laid off?



 

Employee FAQs

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What is Shared-Work?

How are my health and retirement benefits affected by my employer’s participation in the Shared-Work program?

How much will my UC benefit payments be under Shared-Work?

Under a Shared-Work plan, am I required to serve an unpaid “waiting week” at the beginning of the Shared-Work Plan?

I currently have a UC claim in which the benefit year has not yet expired. Do I have to apply for another UC claim under Shared Work?

Can I work part-time for another employer while participating in my employer’s Shared-Work plan?

Will my Shared-Work employer be required to report the wages I earn from my part-time employer?

Must I actively seek other work or accept other work while participating in Shared-Work?

If an employer applies for a Shared-Work Plan and any of the employees in the affected unit are union-covered employees, must the union approve the Shared-Work Plan?

​Can a Shared-Work plan have an “affected unit” with union and nonunion employees?

Can the union modify or terminate an active Shared-Work plan?

Why would a union member with seniority vote to approve a Shared-Work Plan when his/her job would be secure if layoffs of only 10% occurred?



For additional information on Pennsylvania’s Shared-Work program, please visit the Department of Labor and Industry’s UC website: www.uc.pa.gov/sharedwork. For specific questions regarding the program, please contact the Office of UC Benefits by email at SharedWork@pa.gov. The Shared-Work staff will be happy to explain the Shared-Work program details to you.

The information provided on this site does not constitute a determination of eligibility to receive unemployment compensation.