Section 192-250-025 - What are the requirements for employers with an approved shared work plan?(1)What information am I responsible for providing to my employees? When your shared work plan is approved, you are responsible for telling your affected employees: (a) They are approved for participation in the shared work program;(b) How to apply for shared work benefits; and(c) How to file their weekly claims.(2)What employee fringe benefits do I have to provide while participating in the shared work program?(a) You must continue to provide your affected employees with health benefits as though their weekly benefits had not been reduced.(b) You must continue to provide your affected employees with retirement benefits for defined contribution and defined benefit pension plans under the Internal Revenue Service code. You must maintain these benefits for your shared work employees as though their weekly hours had not been reduced.(c) You must continue to provide paid vacation, holiday, and sick leave to your affected employees under the same terms and conditions as before their hours were reduced.(d) If health, retirement, or leave benefits change for your other employees, you can change them for your shared work employees as well.(e) Other benefits offered to your employees, such as long-term disability and life insurance, are optional. You may choose to provide these benefits but they are not a requirement for participation in the shared work program.(3)What is required if the business name is changed? You must report any change in your business name to the shared work program unit within ten working days.(4)What is required if the designated employer representative is changed? You must notify the shared work unit of the change within ten working days.(5)Can I modify an approved shared work plan? You may request to add additional employees or units of your business after the approved plan start date. Adding new employees or units to an approved plan is subject to the same eligibility review that applied to the original plan. You must notify the shared work unit of any change to the information on your application in writing within ten working days.(6)What other information am I responsible for giving the department? In addition to the application for participation in the program, you are responsible for verifying the information on the shared work payments report sent by the department. You must report any discrepancies to the shared work unit by using the department's online services or by fax within ten working days.(7)How many shared work plans may I have?(a) You may have more than one shared work plan. We will review each shared work plan application to see if it meets the eligibility requirements. Even if a previous plan was approved, this does not mean subsequent plans are automatically approved.(b) If your business is approved for a shared work plan, but your employees do not claim shared work benefits during the life of the plan, it will still be treated as one plan.(c) The commissioner may, at his or her discretion, deny approval of subsequent plans.(8)What if my ESD number changes? You must report the change to the shared work unit within ten working days. A change in ESD number represents a change in employer and the existing shared work plan will be canceled. The successor employer may submit a new shared work plan application to the department for review.Wash. Admin. Code § 192-250-025
Amended by WSR 13-24-016, filed 11/21/13, effective 12/22/2013Amended by WSR 16-21-013, Filed 10/7/2016, effective 11/14/2016Statutory Authority: RCW 50.12.010, 50.12.040, and 50.60.901. 06-22-004, § 192-250-025, filed 10/19/06, effective 11/19/06.