Virtual Information Session on CT. Department of Labor Shared Work Program
 
Join us for a special virtual information session focusing on the CT. Department of Labor’s (CTDOL) Shared Work Program on Thursday, December 3, 2020 at 9:30 a.m.
 
Representatives from CTDOL will lead a presentation on the program and how it can benefit the employer community in Middlesex County. There will be plenty of time for questions and answers.
 
About the Shared Work Program: The Connecticut Department of Labor’s Shared Work Program helps businesses prevent layoffs by allowing them to temporarily reduce employee hours and use partial unemployment benefits to supplement lost wages.
 
Business can retain a talented workforce during economic downturns—rather than laying off the workforce and having to recruit, hire, and train new labor when the economy recovers – Shared Work employers can reduce overhead by temporarily cutting hours. Their employees keep their jobs at a reduced schedule, keep their benefits, and are able to file for partial unemployment benefits for the lost wages.
 
For interested employers, Connecticut Department of Labor’s Shared Work Program offers solution for businesses looking to save jobs during these difficult times.  The Shared Work Program is an economic relief program available to Connecticut employers who are experiencing temporary business downturns.
 
How it Works: If an employee’s hours are temporarily reduced by 50%; in addition to a partial paycheck, the employee will get 50% of his/her regular weekly unemployment benefit. Shared Work has less impact on your unemployment taxes than a full layoff AND as an added benefit you’re able to retain your skilled workforce. Your valued employees keep their jobs and benefits while collecting unemployment benefits to supplement lost wages.
 
Requirements:

• Employee hours and wages cannot be reduced by less than 10 percent or more than 60 percent.
• The program can be applied to part time or full-time permanent employees but cannot be used to subsidize seasonal workers during the off-season.
• Employers must have at least two permanent employees participating.
• Employers cannot eliminate or reduce employee fringe benefits.