Can't meet 20-hour WorkShare requirement - will ESD disqualify me?

This is a common issue with WorkShare. If your reduced hours fall below the minimum threshold because your employer can't provide enough work, ESD may switch you from WorkShare to regular unemployment for that week. You'll need to specify on your weekly claim that your employer couldn't provide the minimum hours. Make sure to document everything - dates, communications with your supervisor, etc. Your employer should also report this to ESD through their WorkShare portal.

I went through this exact situation last year! The KEY thing is that when you file your weekly claim, there's a question asking why you worked less than full-time. Make sure you select "lack of work" or "not enough work available" (I don't remember exactly how it's worded). As long as the reduction is due to your employer not having enough work rather than you refusing available hours, you should still qualify for benefits that week. Your employer needs to verify this on their end too.

I had to call ESD about a similar WorkShare issue last month and it was IMPOSSIBLE to get through. I finally used Claimyr (claimyr.com) and got connected to an ESD agent in about 20 minutes instead of spending days trying to get through. They have a video showing how it works: https://youtu.be/7DieNd3C7zQ?si=26TzE_zGms-DODN3 The agent told me that WorkShare hours can occasionally drop below the minimum due to business conditions without disqualifying you, but your employer has to properly document it in their weekly certification. They'll basically need to report that they couldn't provide the minimum hours. It's designed to be flexible for exactly these situations.

i think ur fine my cousin is on workshare and sometimes gets like 18hrs sometimes 22 it changes every week and shes still getting partial benefits. just make sure u report exactly what u worked. the issue is more if ur turning down hours they offer u

The WorkShare program is a JOKE!!! My company put us on it last year and it was constant problems. ESD doesn't even understand their own rules and will tell you different things depending on who you talk to. I spent WEEKS trying to get my benefits after my hours dropped. They'll probably make you reapply for regular UI and then put you back on WorkShare when your hours go up again. The whole system is designed to FRUSTRATE you until you give up!!!!

To answer your follow-up question: Yes, your employer needs to maintain a certain percentage of employees participating in WorkShare for the program to remain active. However, occasional drops in hours due to business conditions won't typically affect this as long as they're properly documented. Key things to know: 1. Individual employees can temporarily fall below minimum hours without the entire program being disqualified 2. Your employer must report this accurately in their weekly certification 3. You must accurately report your hours worked on your weekly claim 4. Select "lack of work" as the reason for reduced hours 5. If this becomes a persistent issue (multiple weeks), ESD may suggest your employer modify their WorkShare plan

My friend was on workshare and she had same problm. She had to do the job search requirements the weeks when she didnt get enuf hours for workshare. Its weird becuz ur still employed but they make u search for jobs those weeks. Just fyi

Just a quick update on what another colleague on WorkShare experienced: If your hours drop below the minimum, you'll likely be treated as a regular UI claimant for that week only. This means: 1. You'll need to meet job search requirements (3 job search activities) for that specific week 2. Your benefit calculation will be based on regular UI rather than the WorkShare formula 3. Your employer needs to indicate "lack of work" on their certification When your hours go back up to the minimum threshold the following week, you'll automatically return to WorkShare status without having to reapply. Hope this helps!

I work in HR and manage our company's WorkShare program. To answer your question about company participation levels - yes, companies need to maintain at least 50% of employees participating in the program for it to remain active. However, temporary fluctuations in hours don't affect this calculation as long as employees remain enrolled. For individual weeks where an employee falls below the hour threshold, they typically default to regular UI for that week only. Our company had this exact situation last quarter during a supply chain disruption. As long as we properly documented it, our employees continued receiving benefits without interruption.