Most jobs cannot be done exclusively at home. Essential employees who cannot work at home need to go into work, but what can you do for your non-essential employees who can’t do their jobs from home? Or even, what happens when there just isn’t enough work or enough revenue to pay people–even if they can work from home?
The gut answer a layoff. If there isn’t enough work, you can terminate employees. Furloughing is another option–this is where you keep employees as employees (and often continue their benefits), but they don’t work and you don’t pay them.
There is a third option that your employees might prefer: a “workshares” program. This is where you reduce employees’ hours and pay and they receive partial unemployment payment from the state. It can be an advantage for businesses–that get to keep their employees–and employees, who get to keep their paychecks.
However, it’s not the answer to all business problems during the shutdowns. Here are some things to consider.
To keep reading, click here: How ‘Workshares’ Can Help You Keep Employees on the Payroll
One thought on “How ‘Workshares’ Can Help You Keep Employees on the Payroll”
My employer is trying to have their cake and eat it too. They want us all to take mandatory PTO, unpaid if we don’t have it, whether we are exempt or not. Meanwhile they are applying for Covid assistance which will cover their revenue losses while not paying us and acting as if they are being noble to keep us on. Its clearly a ploy to have senior staff burn their ridiculously high PTO banks and reducing that liability on the books while getting paid by the government for “their losses”. Meanwhile Millenials, as usual, are left with the short end of the stick as we were hired with post great-recession PTO rates which is way less then the sr staff.
My ceo is also so dense to the struggle of his younger workers that he actually posted a financial help page that included, kid you not, a tip about not ordering Starbucks yet it failed to mention anything about student loans.
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