Unemployment Insurance Guidance

March 31, 2020

Guidance to Employers contemplating potential layoffs.

If planning to cease or limit operations, employers are encouraged to place employees on a temporary leave as opposed to termination. Employers are encouraged to advise the worker that they are expected to have work available within 120 days.

Suggested steps for Employers placing Employees on unpaid leave

Let the employee know that the situation is fluid and subject to change
Provide the employee with a formal Unemployment Compensation Notice (UIA Form 1711)
- Upon request we can complete this form for you. We will need to know the last day worked you would like us to use and we will calculate the anticipated return to work date 45-days from then.
Communicate to the employee about their rights: As of March 16, 2020, if workers are placed on leave, due to closures, sick, quarantined, immunocompromised, or have an unanticipated family care responsibility – they are eligible for unemployment insurance benefits.
Ensure employees are provided information on how to obtain unemployment insurance benefits.
- We suggest printing this factsheet on how to apply for benefits and providing it to employees along with the “Unemployment Compensation Notice” above.
Obtain each employee’s up to date contact information

Work Share Program – An alternative to layoffs

If employers are financially distressed, they are encouraged to use the State’s Work Share program that allows employers to maintain operations during declines in regular business activity rather than laying off workers. Work Share Program Fact Sheet
- From March 16, 2020, until April 14, 2020, certain eligibility requirements to participate in Work Share are suspended.

Help for Employers

Under the governor’s order, an employer or employing unit must not be charged for unemployment benefits if their employees become unemployed because of an executive order requiring them to close or limit operations.