3 steps to navigating the challenge of employees that need to be furloughed. 

If an employee is temporarily furloughed, s/he should file for UI benefits immediately. They can estimate their UI benefit amount using this EDD UI Calculator.

Let them know how the furlough will affect their health coverage, PTO accruals, and other benefits. Allow them to utilize any accrued vacation or sick pay that is available.

Communicate with furloughed employees as often as possible using Skype, Slack, Zoom,  Microsoft Teams, email, or other methods so they know what to expect in the days/weeks ahead.

Layoffs – Employers who are Laying Off (Before you do that or even if you have done that look at your options to bring your employees back through CARES Act or other SBA Emergency Loans):

Reducing your workforce is always a tough decision.

1.  A layoff or reduction in force is treated like any other separation: provide employees with the Notice to Employee as to Change in Relationship form; the DE2320 pamphlet so they know how to apply for UI benefits; COBRA information; and their final paycheck, including any unused vacation hours.

2.     Depending on how many employees you have and are laying off, decide whether you’ll need to provide WARN notifications.