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Work Share Employee

Work Share Employee

  • Work Share is an alternative to layoffs during temporary slowdowns or other economic disruptions. Instead of laying off employees, an employer reduces hours for a work unit, and employees receive partial unemployment benefits to offset part of their lost wages. Employers must certify that the plan is being used in lieu of layoffs.

  • If the paid time off aligns with the agreed upon reduction in hours, the employee can still receive Work Share benefits.

    Example: If there is a 20% reduction (one day off) and the employee uses paid time off for the remaining days, they remain eligible.

    However, if an employee takes a full paid vacation week with no reduction applied, they are not eligible for Work Share that week.

  • Yes. However, if you have other employment and work more hours in your other employment than were reduced by the Work Share employer it is possible that your weekly UI benefit amount would be affected. For example, if you are reduced 10 hours with the work share employer and work 12 hours with a different employer, you will not receive benefits for that week. You must report the number of hours worked each week with your other employer to your Work Share employer.
  • A Notice to Employees of Approved Work Share Plan, cannot be protested. Your employer handles the entire Work Share process including application, participant list and the work reduction percentage resulting in the payment of Work Share benefits.
  • While participating in the Work Share Program, do not certify on your previous standard claim. While the plan is in effect, your employer is responsible for certifying you for benefits. You cannot receive benefits under a standard UI claim and a Work Share claim. Certifying on a standard UI claim while receiving benefits for participating in the Work Share Program could result in a fraud finding against you, and result in your benefits being stopped, penalties assessed against you and possible criminal prosecution.
  • No, Work Share participants are exempt from the work registration requirement. However, to be eligible for Work Share benefits, a participating employee must be available for his or her normal weekly hours of work with the Work Share employer.

  • Weekly benefit amounts vary based on a worker’s past employment history. For example, if a worker qualifies for a weekly benefit amount of $530 and participates in a Work Share program with a 20 percent reduction in hours, the worker would receive a Work Share payment of $106 ($530 × 20%) in addition to their wages.

    Hourly Reduction UIA Weekly Benefit Amount Work Share Amount
    10% $530 $53
    20% $530 $106
    30% $530 $159
    40% $530 $212
    45% $530 $238
    50% $530 $265
    60% $530 $318

     

  • Employees may receive benefits until:

    • The Work Share plan ends, or
    • They reach up to 52 weeks of unemployment benefits

    Employees who have already used wages on a previous unemployment claim may exhaust benefits sooner.

  • Employees will receive a UIA Form 1054 (Work Share Plan Notice to Employees) in the mail.

  • Payments are issued by either a UIA issued debit card or direct deposit to your financial institution of choice. To set-up direct deposit you will need to create a Michigan Web Account Manager (MiWAM) and enter your direct deposit information under the Claimant Services tab, or call 1-866-500-0017 and select the payment option. You will need to have your financial Institution's routing number and your account number readily available. If no option is selected, your method of payment will default to debit card. If you have previously selected a method of payment, your option will remain the same.
  • If you are represented by a union, it is the responsibility of your employer to contact your union and have the agreement of the collective bargaining agent to participate with a Work Share Plan. Your employer must indicate on their State of Michigan Work Share Plan Application, that they have contacted the union and received consent for participation from the collective bargaining agent.
  • It is a requirement of the employer who participates in a Work Share Plan that employee benefits continue to be provided to affected employees as though their work weeks have not been reduced.
  • If you are completely laid off from the Work Share Employer, you can file a standard UI claim and it will be reviewed for benefit eligibility.
  • If you do not work any hours for your employer and you are not available for work during the week (vacation), you are not eligible for any type of UI benefit. Your employer should not certify your UI benefits for the week in which you took vacation.
  • After UIA notifies you of your eligibility for Work Share benefits, your employer will submit all of the certifications on your behalf. Form UIA1054 will provide you with information regarding eligibility weeks and benefit amount. You will be receiving your weekly benefit amount after the employer certifies the Work Share plan. You will receive your benefit payment within 2-3 business days from the certification.
  • If you have any questions regarding your participation in the employer’s approved Work Share Plan, you must contact your employer.
  • It is possible that your UI benefits may be impacted during the base wage period. It is possible that your weeks of eligibility for UI benefits will be reduced. This will be calculated based upon the percentage of work reduction as indicated on your employer’s Work Share Plan.