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Texas Workforce Commission - Resources For Employers
At present, the U.S. government and Texas legislature have not changed any laws or rules concerning unemployment benefits during the pandemic. However, Department of Labor guidance provides that federal law permits significant flexibility for states to provide Unemployment Insurance (UI) services related to COVID-19. Based on this, TWC will be waiving work search requirements for all claimants and the waiting week for those claimants affected by COVID-19. Also, Extended Benefits (EB) and Disaster Unemployment Assistance (DUA) are NOT available at this time.
The Texas Unemployment Insurance (UI) program pays benefits to those individuals who lost their jobs through no fault of their own. TWC determines benefit eligibility based on past wages, why someone lost their job, and ongoing eligibility requirements.
Mass claims and shared work programs
Need to reduce an employee's hours?
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Texas Workforce Commission - Shared Work Program
The Texas Workforce Commission (TWC) encourages employers to enroll in Shared Work program as an alternative to layoffs. The voluntary Shared Work program was developed to help Texas employers and employees withstand a slowdown in business such as the impact of COVID-19.
Shared Work allows employers to supplement their employees’ wages lost because of reduced work hours with partial unemployment benefits. Under the program employers can reduce normal weekly work hours for employees in an affected unit by at least 10 percent but not more than 40 percent. Shared Work unemployment benefits are payable to employees who qualify for and participate in an approved Shared Work Plan. Workers may choose not to participate. Employees who qualify will receive both wages and Shared Work unemployment benefits.
The employer can use the Shared Work Plan only for employees whose hours have been reduced. Shared Work benefits can be paid only for wages lost because of a reduction in the employee's regular hours. Regular hours may not exceed 40 hours. An employee who normally works overtime may not receive shared work benefits for a reduction in their overtime hours.
Shared work employees must:
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Submit their unemployment claims on Unemployment Benefits Services
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Be eligible for regular unemployment benefits
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Accept all work offered by the participating employer
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Be able and available for work with the employer
For more information on the Shared Work Program or to apply for the program, click here.
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Families First Coronavirus Response Act
Click HERE to learn what businesses need to know about significant changes related to sick and FMLA leave.
The Department Of Labor has released the required poster/notice related to the new law. It must be placed in a conspicuous place in the workplace, be emailed or direct mailed to employees, or posted on an internal or external website available to employees. Download the most current FMLA Poster HERE.
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