Now that you've found Unemployment-Tips.com, I'll get straight to the point of why the tips .. or advice about meeting, or rebutting the burden of proof .. exist. They are for the perspective that wants to know how to collect unemployment benefits when you did lose your job through no fault of your own. Which means I might also be explaining how to avoid being denied unemployment benefits .. erroneously.
My first tip is that you should stop assuming you know how the unemployment process works, and instead verify, or at least clarify for yourself, how to make the unemployment process work better for your own best interests.
Maybe even as early as .. before you apply for unemployment vs. after you quit your job with good cause, or get fired for a reason your employer only labeled as misconduct.
Because good, or just cause, is fault and that can depend on how good you are at explaining to an unemployment administrative law agency the details specific to a cause.
What I write and occasionally talk to individuals about, is reining in what may be a sad unemployment story, to be framed more like a quasi-legal argument that has some teeth for biting, if your plan is to fight truthfully, preemptively as an employee, or after the fact, as a more informed unemployed claimant.
When you file an unemployment claim you should stick to the facts about the cause for separation. That generally means there was a final incident that caused the separation, whether you voluntarily quit your job, got fired for misconduct, or were laid off (a discharge) and your employer responds to the notice of claim filed to verify cause was a lack of work.
Although you might think all you need to do is just tell the unemployment claim adjudicator assigned to your claim your story the way you choose to understand it, there is this expectation, you know a story's purpose is to prove, or rebut fault, as your unique unemployment story relates to the burden of proof assigned to the moving party.
Relevant documentation may add the weight you need to be initially eligible to collect unemployment. However, employers often appeal all voluntary quits approved for benefits. On the other hand if you were discharged, and found eligible initially, it could be your employer, or their TPA, failed to provide complete separation to the claim adjudicator.
It's a safe bet a lot of employees learn .. employers appeal when benefits are initially allowed, whether right, wrong, or just indifferent to the fact a burden of proof has to be sustained by the moving party when a notice of unemployment appeal hearing rolls around.
Initially, every state unemployment department knows it is federally mandated by DOLETA's guidelines, to make timely initial claim determinations.
The first claim determination is to establish how much unemployment will pay you. This is called the monetary, or award letter.
The second is referred to as the non-monetary, or separation eligibility determination. This is the determination most employers I worked with, will appeal, whether they are right, wrong, or indifferent to the merits needed to win a lower level unemployment appeal hearing, often referred to as a tribunal hearing.
The initial adjudication phase, although conducted similarly from state to state because of wide federal guidelines, is not the end of the unemployment process, but potentially, a new beginning where the cause whether you're allowed, or denied benefits can proceed to the unemployment appeal section.
Unlike where the standard of law goes up a notch, or two for the moving party to sustain their burden to prove good cause for ending an at-will employment relationship.
Free Articles If I wrote it, it's because I learned it on a job where I had to consider the basic concepts that could give an employer the required ability to sustain an employee was at fault for the reason they were fired, and sadly, why the employee / claimant couldn't sustain their burden of proving the fault for voluntarily quitting a job .. was that of their employer .. or based on an exception to the rule found in state unemployment laws.
Supplemental FAQs - When a non-attorney discusses their understanding of the basics of proving, rebutting and identifying issues to argue fault to the the correct burden of proof before you initially apply for benefits, or attend the FIRST unemployment appeal hearing .. it's good to also read their legal disclaimer.
If you find the information helpful let me know and I'll just be grateful for the job experience that made me think offering free tips and then unemployment services for claimants was worth it for us both .. before the unemployment process moves you beyond the jurisdiction of a state unemployment department .. and to a real appellate court .. where you will be restricted to only the services of real unemployment attorneys.
Jul 17, 17 03:44 PM
Need answers to questions about California EDD unemployment benefits?
Jun 26, 17 05:30 PM
I have worked for the same company in California for 9.5 years. I recently moved 1.5 hours away due to housing/financial issue at current residence, moving
Jun 23, 17 07:01 PM
So I went from 80 hrs/mo (2 shifts/wk) to 40 hrs (4 shifts/mo). I'm a bartender in the state of Maryland and have two jobs. It all started because I had
You may be eligible to receive unemployment IF you lost your job through no fault of your own.
Allow me to offer my interpretation of what this may mean ..
You may expect clear skies, IF you apply for unemployment after being laid off, but if you quit your job with good cause, or get fired without it and then apply, expect your base period employer(s), to have a different and more focused version of the unemployment story about the cause. Their story is usually intended to give the impartial State UI administrative law agency, a workable reason to rain on your eligibility parade ...
And on a personal note, the reason it frequently rains, is because employees don't know how, when, or which umbrella to open up to keep the burden of proof from raining on them, after they quit, or get terminated.
Sorry about the umbrella .. metaphorically speaking. But at least I didn't use one about unemployment insurance benefits as being an economic safety net, we need to see the holes in .. before we jump.
Filing an unemployment appeal is easy to do. It's preparing to win and then executing the argument you prepared at the hearing, that presents the challenge for even those who do quit, or get fired through no fault of their own.
Before we get to commonly asked questions and answers, it's helpful for you and me, if we are somewhat close to being on the same page about the very basics of the burden that makes unemployment eligibility tick in your case .. on the issue of law affecting you.
When you apply for unemployment benefits, you receive a monetary determination first and it qualifies you for the amount of a weekly unemployment benefits. This determination is appealable.
But the but .. is that getting paid unemployment benefits, depends on the outcome of the second determination, referred to as the non-monetary.
How much unemployment should pay you each week, can be important to know how to calculate, so you know when to appeal.
Fault is the operative word for most unemployment claims. When someone doesn't know how to file for unemployment, they often reveal information themselves that make an initial denial of benefits possible, but still based only upon the available information.
The cause of separation from at-will employment in the U.S., signals which relevant details an unemployment administrative law agency works to uncover when the gatekeepers (claim department) initially adjudicate your claim to see if you can prove good cause to quit, or rebut why the employer didn't have good cause to fire you from a job.
Somewhere in relevant details about the cause, is where you uncover either an ability to collect unemployment benefits legitimately, or a roadblock that that can cause both correct and erroneous denials of benefits.
Denials of unemployment benefits frequently determine the employee who quit their job, did so for good personal cause, but then go on to say they quit without good cause because they are unable to meet the standard of law used to establish a preponderance of proof needed that proves the voluntary quit was due to fault attributable to being that of the employer. So ...
Being found guilty of misconduct and denied when fired from a job doesn't rarely leave employees with a good feeling, because it sounds a whole lot worse than saying cause for termination is similar to what is mean by fault, attributable to the employee. But if the points made by a court's definition is the standard for what an employer is expected to prove for you to be denied unemployment benefits when you violate an employer rule, or willfully chose not to meet certain standards of behavior, or expectations, there's room to argue when an at will employer fired you without good cause, for bad cause, or for no cause at all.
Unemployed people tend to take a determination, saying they were at fault .. out of context, and frequently too much to heart, that it interferes with how they reason their way through the unemployment claiming experience.
Here's an OBJECTIVE suggestion and I make with truly, only your best interest in mind. Read an initial non-monetary separation determination thoroughly at least one time. And please do take special note of a common term used to explains how the unemployment process works at the beginning of all claims.
Based upon the available information it is determined ..
That is not the same standard of law applied at unemployment appeal hearings .. where the standard of proof jumps up a notch .. or two to a preponderance of the credible testimony and/or evidence.
From the perspective it's a good idea to do a bit of determining yourself, before you weigh in on what facts and circumstances you need to make available to the unemployment claims department, you can begin to see what might help you if you do need to appeal, or more likely an employer appeals because you were allowed to collect unemployment.
I worked for a company that represented employers at these hearings, I wasn't a hearing rep, but I coordinated the pre-hearing efforts for those reps. Although I know it is documentation that adds weight to what people testify to, I talked one on one with employer witnesses (just another employee with authority to act as an agency of the employing unit) and if impressions could count, impunity to do as they please with that power .. regardless of what was suggested by a pile of documents.
Whether you believe you quit your job with good cause, or were fired from your job for something other than misconduct connected to the work, remember, it is the moving party expected to know beforehand they must initially meet the burden of proof to blame the non-moving party based upon the available information after a separation from a job.
There's more to the ability to reverse, or sustain an initial determination than just documentation if the testimony suggest something else.
So .. why unemployment tips for employees?
It was just a hope, I could alter the mindset of unemployed people who felt desperate as employees and carried that same desperation with them when they applied for benefits.
When you know how unemployment works before you quit, or get fired, you at least have choices you can make that could eventually give you some control, to participate in actively arguing to, or against the quasi-legal merits that meet, or rebut the damn burden of the moving party.
Neither you, nor your employer determines fault. But even an employee has the right to take reasonable actions in the at will employment relationship, intended to be supportive if an employer gives them good cause to quit a job. Or to use that employee comment section of a write-up to counter document why misconduct is not the reason for the written warning from an employee who will terminate you and then call it work misconduct.
Your State Unemployment Administrative Law Agency has the authority to make objective calls on benefits .. not you personally .. so if you think you need to appeal .. go for it and if your employer appeals .. attend that hearing to at least explain .. what you have learned, so they think twice .. about assuming employees are just to ignorant of how UI works .. to not know how they work it.
I coordinated thousands of unemployment appeal hearings on behalf of employers, to say unequivocally, evidence created before a job ends, is what made that job and the hearing rep's, easier if the employee was fired for misconduct. And harder to do, on the rare occasion an employee surprised me with documentary evidence supporting why they had quit with good cause attributable to the employer .. while there was still an employment relationship.. and employer may not of mentioned to me.
Some evidence created after a job is ended can also serve to ward off conditional eligibility flags on claims.
Not that there aren't a lot of he said / she said circumstances that surround the arguments of how people become separated from a job, but since credibility is the judgement call of the reasonable person conducting the hearing, I myself preferred, not leaving credibility of the facts I knew were true, up to a hearing officer who might be inclined to procedurally victimize me .. given they do have wide discretion to decide whose story is more credible .. when there is no evidence to add weight to verbal testimony given at hearings.
Clearly, this scenario is what I hope you can avoid .. because when there is no evidence to speak of, or cross examine on, it doesn't bode well for an appeal to a board of review to be successful .. unless the hearing officer's decision .. might not match well with what is on the actual recording of a hearing.
Having a verbal story found to be the most credible, has much to do with why I recommend representation at unemployment appeal hearings. It simply works to have an expert on how these hearings are supposed to work, on your side at a hearing with the knowledge that can compel even less than impartial hearing officers to pay attention to how unemployment law should work for your case.
If you were fired from you job and think you should be able to collect unemployment benefits, you may, or may not need to do more than hope your employer can't prove your guilt of work related misconduct depending on what you think your employer can prove.
Just being fired, however, should make a reasonable consider what misconduct actually means in a big picture sort of way.
So .. how do employers meet their burden to prove misconduct .. even if you know, or just think otherwise?
Documentation (evidence) in the form of written warnings, reprimands, coachings, or whatever they call the elements when gathering what's needed for a progressive discipline paper trail.
The icing on this cake, if you ask me would be proof the employee was made aware of the rules before they violated some rule, or policy found among all the terms and conditions controlling varying at-will employment relationships, usually subject to an at-will disclaimer, found at the front employee handbooks, along with a document called a signed acknowledgement that you received the rules of engagement.
The cherry on top, that really can help sustain fault as guilt of misconduct, is the nail of final written evidence you were made aware your job was in actual jeopardy, before you were fired, up to and including termination.
But, to throw some nuts on top .. let's consider what no counter, or employee comments on these written forms do when it's your turn to rebut why you were fired for something other than work related misconduct.
To discuss how to quit with good cause, means someone has to accept some facts about the precarious nature of working at will .. and that someone .. ain't me.
You can have a potential good cause, but still not be able to PROVE it once scrutinized by an unemployment department to see how the fault was attributable to an employer,
It might help if we think of a voluntary quit from suitable work, as good cause to fire your employer, except for the fact employee don't know where to draw the line between working in the best interests of their employer and what's in their own best interest .. while still an employee to start documenting problems and potential solutions to show they made efforts to first preserve their employment.
Documentation (evidence) is how employers prove their burden and it's how employees might also prove a burden through well phrased, but purposeful written evidence of their own.
Let's face it .. it's hard to prove why you quiton an impulse .. unless you can prove you made the employer aware of what the good cause was while an employee and gave them an opportunity to correct a problem.
Now .. as long as your problem doesn't fail the hypersensitivity test ..
Not maintaining conditional eligibility to receive unemployment is generally speaking, an avoidable problem.
Just read the "claimant handbook" (you should receive it after applying, and before you know if you get benefits based on cause for separation .. or not). Conditional .. is all about the rules while you collect, or while waiting for an unemployment appeal hearing to finally be able to begin collecting.
It's important to question just about everything as to how UI works, but I know it can be vital to know how to approach the issue(s) listed on a notice of hearing because those issues are related to the burden of proof and the first unemployment appeal hearing .. is generally speaking an employer's, or your own last shot to get the argument right .. unless you also know how to protect your rights to due process .. before the hearing.
Problem is .. claimants get all wrapped up in how they feel about losing a job .. rather than anything that might be relevant to the issue, burden and their ability to collect, or keep benefits .. like finding the facts with teeth to argue objectively to how unemployment law and procedures are supposed to be used .. to make things work out in your favor.
Questions should lead to answers .. but when you begin to consider the question in relationship to what you know about the workings of unemployment insurance benefits, the cause and reason for unemployment, may sound identical .. except for how we are expected to know how to connect the finer details of our own unique job separation .. to the burden of proof.
Generally, I find these differences in what I'm told by you and make an off the top of my head assessment, of how well the moving party might prove facts that might help rebut, or meet the burden to prove fault for the reason behind a job separation.
If you take nothing else, into consideration, know orienting your fight, or argument to the burden .. is your problem.
But with what I know about unemployment I do try to resolve the issue objectively to see if I can identify the most obvious quasi-legally based argument that will work for you, or at least illuminated a wide swathe you may of left for a state, mandated to be objectively fair and impartial to deny benefits initially, but still correct itself if an appeal is filed.
One of the main reasons I've always focused my answers on how to win an unemployment hearing .. is because I think there is nothing sadder than an avoidable overpayment of unemployment determination .. when someone loses .. a winnable unemployment hearing.
There's also a lot of free unemployment law resources. Problem is .. State and Federal Governments seem to enjoy playing hide and seek .. or they might of just eliminated the information I have personally bookmarked over the last two decades.
So, if a link isn't working .. let me know, and even better, don't be shy to let me know where it might of been moved if you find it again .. or if you found a good resource that helped you understand something critical to understanding how unemployment insurance benefits work .. state by state.