Information for Furloughed IYR Employees

 

This information is for any IYR staff member who has been informed by their supervisor that they are being placed on furlough. 

 

Being placed on furlough is a very stressful situation and it may be difficult for you to understand or consider all your options. In this document we are trying to provide to you in writing important information to help you understand your options and make the best choices for you and your family. Please know that our leadership staff and HR team are standing by to assist you in any way you can. That help is available to you at the time of your furlough as you make your initial plans, and continues for as long as you are on furlough. You are still a valuable member of the IYR team. While this crisis is currently forcing us to be apart, as always, we are better together.

 

Your Status:

  • During the furlough you continue to be an employee of the Idaho Youth Ranch.
  • 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.

Your Pay:

  • Because you are not working, you will not be paid your regular salary or wage.
  • Unless IYR receives other direction from federal or state authorities, your paycheck will be sent to you or your bank consistent with our normal practice.

Your Accrued Leave:

  • You must use your Emergency Pandemic Sick Leave (EPSL) until it is exhausted.
  • If you are out of work for more than 5 days, HR will contact you regarding your rights under the Family Medical Leave Act.
  • Important Note: If you need to be at home to take care of 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, you are eligible for paid leave under the Family Medical Leave Act.
    • In this case after 10 days you may choose to use any remaining PTO or vacation, or you will be paid 2/3 of your regular pay up to a limit of $200/day for up to 10 weeks until the school or place of care re-opens or your child care provider is again available.
    • This benefit has a total limit of $10,000, and you are only eligible for this paid FMLA leave if you have worked for IYR for at least 30 days.
    • You will want to use this paid FMLA benefit prior to going on unemployment as it increases the amount and the duration of your paid leave benefits.
    • In this case, be sure your EPSL is entered as Novatime Code 14PAN, Reason Code 7.
    • HR can assist you regarding this benefit.
  • After you have used all of your 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.

Unemployment:

  • You are eligible to apply for unemployment benefits through the appropriate state unemployment office once you are in an unpaid status.
  • You will not receive unemployment benefits for the first week There is a one-week waiting period after filing before you are eligible 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.

 

Your 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.

Employee Assistance Program:

  • Available to all IYR employees and all members of their household.
  • 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.
  • Includes online tools and educational resources to help make life easier.

Outside Employment:

  • You may seek other employment during your furlough.
  • If you do so, it will not affect your ability to return to work for IYR at the end of the furlough.
  • If you accept outside employment, it may affect your eligibility for, or the amount of, any unemployment benefits you receive.