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It would be voluntary separation so in typical times they would not be eligible for unemployment. In today’s world, they would be eligible for PUA. So it is and should be the employees choice to work and they have a safety net if choose not to - what’s the issue? It’s the employers job to make it worth while - ie materially more than $600 per week. If done right, the young and healthy will be incentivized to work.

Would you prefer to not have food?

That begs 2 questions:
- If they’re already separated due extended illness and don’t go back, are they declining work so they lose unemployment?
- if they are currently working or on sick leave and decline to come back, so Tyson doesn’t fire them but instead just reduces their hours, what happens? Tyson gets to close still bc they don’t have workers?

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Not sure fully following but will try with a fellow conversation starter:

1. Extended Illness would qualify for disability and PUA

2. Plenty of well people to step in and work to keep the plants open and our country fed. Again, being compensated for the risk they are taking and reflective of the service they are providing to us all

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