Lebanon Community Schools is moving to 3-4 day work week (reducing hours by 20%-40%) through the summer, effective May 18 through July 31. Qualifying employees will have their hours and LCSD pay reduced by 20%-40% to be eligible for unemployment and federal CARES Act funds through the Oregon Work Share program. The result of a *partial furlough plus access to CARES Act funds ($600/person/week) will mean no net loss of income and have no impact on benefits; in fact, most eligible employees will see an increase in compensation during eligible weeks. This will protect as many instructional days and staff positions as possible in the 2020-21 school year, while providing a benefit to employees now.
* “Partial furlough” means a reduction in an employee’s scheduled work hours and a reduction in that employee’s LCSD compensation.
Updates will be published regularly as new information becomes available.
These FAQs are based on the best and most up-to-date information we have at the time of publication.
*"Partial furlough" means a reduction in an employee's scheduled work hours and a reduction in that employee's LCSD compensation.
Work Share is an Oregon unemployment benefits program that offers an alternative to laying off employees by reducing work hours instead. Eligible staff whose hours and wages are reduced receive a portion of their regular unemployment insurance benefits to compensate for the lost wages.
LCSD is participating in the Work Share program by reducing eligible employees’ hours and LCSD pay by 20%-40%.
Are all work groups and departments affected by the partial furlough (20%-40% reduction in hours and LCSD pay)?
All senior leadership, non-represented employees, and represented employees are participating in the partial furlough, unless ineligible. Employees who are ineligible for the Work Share program will receive an email by May 18 and will not be furloughed.
All departments are subject to the partial furlough.
There are individual employees who are excluded from the partial furlough because they do not qualify under state law, including:
Their length of employment with the district does not meet the threshold of 6 months for full-time employees / 12 months for part-time employees.
They are on a leave of absence or partial leave of absence. Oregon Employment Department does not allow the use of leave during a reduced work week.
They are a limited term employee.
Certain employees who retired from LCSD in the past 18 months, including those who are working “the bubble”.
They are a substitute educator, paraeducator, or secretary, including those in long-term sub jobs.
Is the Superintendent participating?
Yes. No one is excluded simply by the rank or position they hold. We are all in this together.
What if I get email or questions on a day or time that I am furloughed (i.e., Friday)?
You may not perform work during the time your schedule has been reduced. All work needs to be done in the usual course on a day you are scheduled to work.
What if I don’t want to participate in the Work Share program?
The reduction in hours is mandatory, and your LCSD wages will be reduced by 20%-40%, unless you are in one of the categories of employees ineligible for the Work Share program.
If you don’t want to participate in the unemployment compensation/Work Share process and do not want to receive payments, do not submit an initial claim application. Your participation in the Work Share program is voluntary. However, if you choose not to participate and you are eligible, you will still work a reduced schedule and your LCSD wages will be reduced.
Who is eligible to receive unemployment compensation through the Oregon Work Share program
Work Share is an unemployment insurance program in Oregon that allows workers to receive partial unemployment benefits while avoiding full layoffs. You must be eligible for Oregon’s Work Share program to participate.
Generally speaking, to be eligible for unemployment benefits under Work Share, you:
Must be employed continuously (and not on a limited term) by LCSD full-time for the past 6 months or part-time for the past 12 months.
Must not be a limited term employee or a substitute employee.
Must be available to work your reduced hours in the week of the Work Share program (so you must not be on a leave or take leave).
Must not have recently exhausted employment benefits.
Eligibility is determined solely by the Oregon Employment Department based on state law. LCSD has no authority to decide if an employee is eligible for unemployment benefits.
If you are eligible for Oregon Work Share unemployment benefits in any week for any amount, you will automatically be eligible for an additional $600/week of federal CARES Act payments through the last pay period that ends on or before July 31, 2020.
How will I know if I am ineligible?
You should assume that you are eligible. LCSD will reach out to you if, based on the information we have, we know that you are ineligible or if we become aware from the Oregon Employment Department that you are ineligible.
How is full-time and part-time defined?
For purposes of participation in the Work Share program, employees who are .75 FTE and greater are full-time and employees who are .75 FTE and less are part-time.
I am authorized to work for LCSD through a visa (H1-B, J1, etc.), green card, or DACA status. Am I eligible for the CARES Act money?Foreign nationals who are authorized to work in the U.S. may be eligible to apply for Work Share unemployment benefits and the CARES Act $600 payment. Ultimately, the Oregon Employment Department, not LCSD, makes all decisions concerning unemployment benefits. Employees with specific questions regarding their eligibility for Work Share unemployment benefits should consult with an immigration attorney, and can contact Human Resources..
Should I be worried that the State gets overwhelmed and my checks from them are delayed as a result?
The Oregon Employment Department is currently reporting a 3-week processing time for unemployment insurance payments. We cannot guarantee a time certain that the state payments will begin, and there may be some delay in payments.
LCSD is partnering with the Oregon Employment Department to streamline this process as much as possible. We are hopeful that the impact of any delay will be minimized by receiving weekly payments for unemployment benefits in addition to your LCSD paycheck.
I have a second job. Will this affect my payment amount through Work Share?
Maybe. You will report income for other employment and from retirement during the past two years on the initial claim form. It is possible to earn too much income from other sources to receive unemployment benefit payments, even if you are otherwise eligible for unemployment.
If you receive additional income from other employment that makes you ineligible for at least $1 under the Work Share program, LCSD will exclude you as a participant going forward. You will be returned to your regular hours and pay. If this happens, you will be able to use available paid leave to cover the time that your hours were reduced.
What if I work two jobs at LCSD (e.g., paraeducator and coach)?
Coaches and coach job related work and earnings are not eligible for Work Share.
If you work two jobs, for example a part-time paraeducator and part-time school secretary, you will need to reduce the hours for both positions by 20%-40%.
I/my spouse make too much to get the $1,200 federal stimulus payment. Will I still be eligible for the $600 CARES Act money?
Yes, if you are otherwise eligible for unemployment compensation. The federal $1,200 payment is different from and unrelated to state unemployment compensation or the CARES Act $600 weekly payment.
How much will I earn through Work Share and the CARES Act?
For those who are eligible, you will earn $600 per week through the CARES Act plus the weekly benefit amount through the Work Share program.
The Oregon Employment Department has an online benefit estimator to estimate your regular unemployment payment. Under the Work Share program, you would receive 20%-40% of regular unemployment: https://secure.emp.state.or.us/ocs/estimator/index.cfm
What do I need to do right now?
Nothing. LCSD and the Oregon Employment Department are working together on the submission process. You will receive instructions the week of May 11th on what you need to do to file.
How many forms do I have to fill out?
You only need to complete a two-page initial claim application. LCSD and the Oregon Employment Department are working together on the submission process. More information will be available soon.
When you file the initial claim application, you may also elect to receive payments via direct deposit and to have taxes withheld from your payments. You will receive instructions on how to elect these options next week.
If you choose not to submit the initial claim application, you will not receive payments, although your hours and LCSD pay will still be reduced.
What if I need help filling out the initial claim application?
LCSD and the Oregon Employment Department are working together on the submission process. More information on specific supports will be available soon, including in-person support at the BESC offered in accordance with social distancing standards.
Do I have to look for other work or turn in additional forms on an ongoing basis?
No. The only thing you need to do is fill out the initial claim application, and we encourage you to fill out the optional forms for direct deposit and tax withholding. LCSD and the Oregon Employment Department are working together on the submission process. More information and support will be available soon.
LCSD will turn in a weekly certification after that. If information you provided on your initial application changes, such as a change in income from a second job or retirement income, you must notify LCSD immediately.
When is my initial claim application due?
Your initial claim application will be due next week, the week of May 18th. We will email all employees with specific instructions on how to file.
Support for completing the application will be available online and in person at the BESC. More information will be available soon.
Do I have to apply separately for the federal CARES amount of $600?
No. The Oregon Employment Department will make payments for the CARES Act along with payments under the Work Share program.
If the district is working with the Oregon Employment Department with this ahead of time, does that mean that it is a GUARANTEE that our unemployment application will be accepted as long as we turn in the proper forms? Or is there a chance that someone's application could be rejected just like any other Oregon worker that applies for unemployment?
If you qualify for the program, your application will be accepted. If you do not qualify for the program, the district will work with you to be sure you are not affected by the furlough days. Please contact Kim Grousbeck in Human Resources if you have questions about your specific situation.
How will I receive payments through the Work Share Program and CARES Act?
You will receive payments from the Oregon Employment Department. You can elect to receive these payments via direct deposit. Information on how to elect this option will be provided soon.
Your first payment will be a paper check that is mailed to the address you provide on the initial claim form. After your first payment, you will receive payments that are preloaded onto a debit card that is mailed to you. Alternatively, you can elect to receive these payments via direct deposit. Information on how to elect this option will be provided soon.
Are the payments taxed?
Yes, payments under the Work Share program and CARES Act are taxable income. You may elect to have taxes withheld from your unemployment compensation payments. More information will be provided with the application process soon on how to elect tax withholding.
At the end of January next year, you will receive a mailed Form 1099-G from the Oregon Employment Department, which is a Statement for Recipients of Unemployment Compensation, to use in filing your 2020 tax returns.
Can the state hold these payments if I am behind on state income tax payments or other payments (e.g., child support or alimony)?
Yes, garnishments will be deducted from Work Share and CARES Act payments in the same manner and to the same extent as these obligations are deducted from regular unemployment compensation.
Some debts are exempt from collection for a period of time under the CARES Act (such as certain federally guaranteed student loans). You and the District should both receive a notice from the debt processor if your debt is exempt from collection during this period.
Will the payments come with my LCSD wage payments or will it be a separate payment?
The payments will come from the Oregon Employment Department. They will come as separate payments.
How does this affect 192, 202, 210, 233, and 260 day employees?
You are only eligible to receive compensation through the WorkShare program for the weeks that you work 20% less than your regular work week, regardless of whether you work less than 12 months but are paid over 12 months.
Is there a one-week waiting period before receiving unemployment benefits?
Although there is usually a one-week waiting period, Oregon Governor Kate Brown has announced that the state will be waiving this requirement and that the waiver will be retroactive. This means that if you are eligible for benefits, these benefits will include your first week of furlough. This does not mean you will receive payment after one week.
Can you post an example of the impacts of the 20% hours reduction and resulting unemployment and CARES Act payments?
These examples are based on estimates.
For those who are eligible, you will earn $600 per week through the CARES Act plus the weekly benefit amount through the Work Share program. The Oregon Employment Department determines eligibility and amount. The Oregon Employment Department has an online benefit estimator to estimate your regular unemployment payment. Under the Work Share program, you would receive 20% of regular unemployment: https://secure.emp.state.or.us/ocs/estimator/index.cfm
Will this have any impact on my retirement benefits?
If you retired under the PERS Bubble, you will be excluded from participating in the Work Share program.
The employer contribution will be based on 100% of your normal wages. It will not be based on your reduced wages. The employer contribution that LCSD will make will not change because of the furlough.
The employee contribution will be based on your actual, reduced wages due to the partial furlough.
There will be no reduction in creditable service. You will receive a full month of creditable service for each month for which you are furloughed. For school district employees, a major fraction of a month is treated as a full month for creditable service.
There will be no impact on your final average salary. LCSD will report as your annual wages the full amount you would have earned had you not been furloughed. It will not be based on your reduced wages.
Will this have any impact on my health benefits?
No. Under a Work Share program, health benefits are not reduced.
Will my vacation and sick leave accrual rates change?
All leave accrual will remain the same.
What if I will be receiving retirement pay within the next 12 months?
You are still eligible to participate in the WorkShare program. There will be no reduction in your creditable service.
There will be no reduction in creditable service because, for school district employees, a major fraction of a month is treated as a full month for creditable service.
There will be no impact on your final average salary because the employer contribution will be based on 100% of your normal wages (not your reduced wages), and the employer contribution that LCSD will make will not change because of the furlough.
What if I am currently receiving retirement pay?
If you are receiving retirement pay you will need to report this on your initial claim application.
If an employee is receiving retirement from an employer they worked for within the last 18 months, this may affect their eligibility to participate in the Work Share program. This retirement pay will be deducted dollar for dollar against their weekly benefit amount for regular unemployment insurance. To be eligible for compensation through Work Share and the CARES funds, you must be eligible for at least $1 of unemployment compensation.
What if I am currently receiving money through an IRA distribution?
Money you receive through an IRA distribution could affect your eligibility to participate in the Work Share program. The money you receive will be deducted dollar for dollar against your weekly benefit amount for regular unemployment insurance.
What if I am receiving Social Security?
Receiving Social Security will not impact your eligibility to receive compensation under the Work Share program.
Do I get to choose when my hours will be reduced?
No, employees who are eligible to receive compensation through the CARES Act and Work Share program will be instructed on how their weekly schedule will be reduced.
What are the work expectations while I am working a reduced schedule?
A reduced schedule means you are not expected to work during the time you have reduced hours. All eligible employees will have their schedules reduced by 20% - 40% per week.
How will working one or two days fewer a week affect my workload?
Your weekly hours will be reduced by 20%-40%, and your workload necessarily will be reduced.
I am a part-time employee. What will my FTE be and what are my expectations?
Your FTE will remain the same, and your weekly hours will be reduced by 20% of your regular schedule. If your hours have fluctuated, Work Share uses a prior six-month average to determine your 20%-40% reduction. Please work with your supervisor to determine what your weekly schedule will be while you are working a reduced schedule.
What if I was on a leave of absence in the past 12 months?
Past leaves will not affect your eligibility for compensation through the Work Share program.
What if I go on a leave of absence before July 31, 2020?
You are not eligible to participate in the Work Share program for any week in which you take any amount of leave, including short-term leave such as vacation or sick leave. Work Share requires that you perform work and are actively working to provide services. If you go on a leave of absence during the Work Share program, even for one day, you will be excluded during the week(s) you are on leave.
What if I’m on an intermittent FMLA/OFLA leave of absence?
Missing a work opportunity for any reason, other than a COVID-related leave, will make you ineligible to participate in the WorkShare program that week.
What if I’m on a leave for a COVID-related situation?
If you are on a COVID-related leave, then you are still eligible for the Work Share program.
COVID-related situations are defined as the following:
a) unable to work because you are sick with COVID;
b) subject to mandatory quarantine;
c) unable to work because you have been advised by a doctor to self-quarantine;
d) unable to work because the employer has shut down due to the pandemic;
e) unable to work because you have to care for a person who qualifies under a) or b);
f) unable to work due to child care issues; or
g) being asked to work in violation of the Governor’s shut-down order.
The COVID-related eligibility issues are complex and were simplified for these FAQs.
If you think they apply to you, please contact Ginger Hankins at ginger.hankins@lebanon.k12.or.us, or Susie Otta at susie.otta@lebanon.k12.or.us
Can I put in vacation time for the day/time I am scheduled to have reduced hours?
No, you are not allowed to use your paid leave time during the time you are scheduled to have reduced hours.
Can I take vacation or sick leave before July 31, 2020, and be eligible for compensation through the Work Share program and CARES Act?
Missing a work opportunity for any reason, other than a COVID-related leave, will make you ineligible to participate in the Work Share program that week. Please work with your supervisor in advance to arrange for time off. For sick leave, please review these options with your supervisor for maintaining your eligibility for Work Share during the week that you are ill.
I have a lot of vacation hours that I will lose in July, and I can’t use them right now. Will there be an extension to the vacation hour drop in July?
We are working on finalizing guidance on this question. More information will be available soon.
How will upcoming paid holidays be handled (i.e., Memorial Day and July 4th)?
For the week of Memorial Day, employees will have Memorial Day off as they normally do and they will also work a reduced work week (i.e., furlough on Friday). For the week of July 4th, as it falls on a Saturday and is observed on Friday, we are finalizing guidance on the expectation for that week.