Furlough Frequently Asked Questions

A furlough is a temporary forced leave of employees due to special needs of a company. IYR is using furloughs instead of eliminating positions or having permanent layoffs. This move can help save jobs, protect IYR’s bottom line, and keep it competitive once the conditions that forced the furlough have improved.

Because of the restrictions imposed by local government and health authorities to combat the coronavirus and prevent the spread of COVID-19, we were forced to close the facility where you worked.

You are still an employee of IYR during the furlough.

We are not sure how long the furlough will last. The social distancing and operating restrictions for businesses imposed by local government and health authorities to combat the coronavirus and prevent the spread of COVID-19 will have to be eased before we can resume normal operations and return our furloughed employees to work.

You will be contacted by your manager, or by HR, when you can come back to work. We will give you as much advance notice of your return date as we can

Because you are not working, you will not be paid your regular salary or wage. You can use your accrued paid leave benefits, including your Emergency Pandemic Sick Leave, vacation, sick leave, and paid time off (PTO).

Unless IYR receives other direction from federal or state authorities, your last paycheck for hours worked, as well as your paychecks for any accrued paid leave you use will be sent to you or your bank consistent with our normal practice.

No.  You must not perform any work related to your job or on behalf of IYR unless you are specifically instructed by your manager to do so. If you are asked to work you will be paid.

Use your paid leave benefits as follows:

• You must use your IYR Emergency Pandemic Sick Leave (IYR-EPSL) until it is exhausted.
• You may not use FFCRA Employee Paid Sick Leave while you are in a furloughed status (NEW 4/5/2020)
• If you are out of work for more than 5 days, HR will contact you regarding your rights under the Family Medical Leave Act.
• You may not use FFCRA expanded family leave if you are in a furloughed status, even if you are staying at home and caring for your child under the age of 18 whose school or care center is closed due to COVID-19, or if your child's daycare provider is unavailable. (NEW 4/5/2020)
• After you have used all of your IYR-EPSL, you may then use a portion or all your accrued paid leave benefits (paid time off (PTO), normal sick leave, or vacation). Note: if you use a paid leave benefit during your furlough, you continue to accrue additional paid leave as if you were working.
• If you use all your accrued paid leave, you will then be in an unpaid status.
• You cannot “borrow” or create a negative balance in any of those paid leave benefits

No, you cannot “borrow” or create a negative balance in any of those paid leave benefits.

No, you cannot “donate” any of your paid leave benefits to another employee.

The impact of the furlough on specific benefits:

• Health Insurance: If you want to keep this coverage, IYR will continue to pay the employer share of the premium, and your share of the premium will continue to be deducted from your pay as long as you are using your accrued paid leave benefits. Once you are in an unpaid status you are still required to pay your share of the premium. Make those payments to HR. If you are unable to pay your share of the premium or if you wish to cancel this coverage, your coverage would end on the last day of the month that the coverage was cancelled or that you did not pay your premium. Note: If your insurance coverage ends because you cancelled the coverage or were unable to pay your share of the monthly premium, under the terms of our furlough, when you return to work and are in a paid status, you will be able to re-enroll in this insurance plan without delay or penalty.
• Dental Insurance: If you want to keep this coverage, IYR will continue to pay the employer share of the premium, and your share of the premium will continue to be deducted from your pay as long as you are using your accrued paid leave benefits. Once you are in an unpaid status you are still required to pay your share of the premium. Make those payments to HR. If you are unable to pay your share of the premium or if you wish to cancel this coverage, your coverage would end on the last day of the month that the coverage was cancelled or that you did not pay your premium. Note: If your insurance coverage ends because you cancelled the coverage or were unable to pay your share of the monthly premium, when you return to work and are in a paid status, you will be able to re-enroll in this insurance plan without delay or penalty.
• Supplemental Insurance Benefits (Vision, Life, Disability, Accident & Critical Illness, LifeLock): If you want to keep these coverages you must continue to pay the monthly premiums. Make those payments to HR. If you are unable to pay your premium or if you wish to cancel any of these coverages, coverage will end on the last day of the month that the coverage was cancelled or that you did not pay your premium. Note: If your insurance coverage ends because you cancelled the coverage or were unable to pay your share of the monthly premium, when you return to work and are in a paid status, you will be able to re-enroll in this insurance plan without delay or penalty.
• Flexible Spending Account: If you have a Flex account for either health or dependent care, those funds are available to use as the need arises.
• 401(k) Plan: Our 401(k) plan is designed so your designated contribution is withheld from your paycheck pretax. You cannot make direct cash contributions to that account once you have exhausted your paid leave benefits. However, you may be eligible to access some of your funds by taking out a loan from your 401(k) account. Contact HR for details.

Yes.  You are eligible to apply for unemployment benefits through the appropriate state unemployment office once you are in an unpaid status. Contact information to those agencies:

Idaho Department of Labor: 

www.labor.idaho.gov/claimantportal

Phone: 208-332-3570

Frequently Asked Questions

(208) 332-8942

State of Oregon Employment Department:

https://www.oregon.gov/employ/pages/default.aspx

Phone: 800-237-3710 (in-state only)

Phone: 503-947-1394 (direct)

• You are eligible to apply for unemployment benefits through the appropriate state unemployment office once you are in an unpaid status.
• Idaho has waived the one-week waiting period for you to receive unemployment benefits.
• Unlike traditional unemployment, you will not be required to seek other employment to be eligible for unemployment benefits, as you will be considered “attached” to Idaho Youth Ranch for at least 16 weeks.

The maximum time an eligible individual can receive unemployment benefits is currently 26 weeks in Oregon and 20 weeks in Idaho.  Due to changing unemployment rates or other factors, the maximum time may be extended.

In addition to the state unemployment benefits you receive, you will receive an additional $600/week from the federal government. (NEW 4/5/2020)

The amount of your unemployment benefit depends on your average wage. Currently the minimum weekly benefit in Idaho is $72 and the maximum weekly benefit is $414.  In Oregon, the minimum weekly benefit is currently $151 and the maximum is $648.  Note that these amounts are subject to change.  HR can help you calculate the approximate amount of the benefit you would receive.

The maximum time an eligible individual can receive unemployment benefits is currently 26 weeks in Oregon and 20 weeks in Idaho.  Due to changing unemployment rates or other factors, the maximum time may be extended.

No.  You will not be required to seek other employment to be eligible for unemployment benefits, as you will be considered “attached” to Idaho Youth Ranch for at least 16 weeks.

Yes. You may accept a job with another employer while you are on furlough.

Yes, we want you back! You are part of our mission and the work we do serve youth and families.

No.  You are not required to stay in contact with your supervisor during the furlough. However, we care about you and your supervisor may contact you periodically to ensure you and your family are okay.

If you have changes in your personal information, such as a new address or phone number, a change in your marital status, or the birth of a child, please contact HR. Our HR team will be there to help you with any impacts of those changes.

Your first source of information is your manager. If your manager cannot provide you with the information you need, please go to the portal under “Tools, Tips & How to Get Help,” and click on “I Have a Question/Contact HR.” or fill out the form at the bottom of this page. Follow the instructions and you will receive n answer to your question.

Yes. The Employee Assistance Program is available to all IYR employees and all members of their household. The Program provides free assistance and private in-person counseling (up to 3 sessions for each household member) to help you solve problems related to work, family, and life in general. It includes online tools and educational resources to help make life easier. Visit the EAP website at MyRBH.com for more information. Use “IYR” as your access code on the website.