When someone first begins asking me "Can I collect unemployment insurance benefits?" my experience informs me they likely have already applied for unemployment .. and received some sort of indication there is a monetary qualifying, or non-monetary eligibility issue to overcome for them to receive unemployment benefits.
You need to understand the issue, so you can provide aid to your state unemployment department to resolve the issue and hopefully favorably to your end goal of being found eligible based on facts.. as opposed to erroneous, or irrelevant information that merely forces you to be the one who needs to write an unemployment appeal letter .. to get an appeal hearing scheduled.
The common issue when a denial of unemployment benefits happens after applying for unemployment benefits, can be caused by you not first knowing what the burden of proof is, for a voluntary quit to be found as with good cause, or what the burden is for an employer to fire you from your job to be misconduct.
I firmly believed, after years of working as an unemployment hearing coordinator for unemployment claim management companies, employers had the advantage of a head start on how unemployment works out for claimants.
So, Unemployment Tips is here for one reason, to level the playing field, or at minimum, inject a more realistic view of what it means to prove, or rebut a burden of proof at an unemployment tribunal (lower appeal authority) appeal hearing.
After all, the first hearing is central to controlling claims for employers .. so why not you, since the lower level appeal hearing is the only "FULL FACT FINDER HEARING" in the unemployment process to tell your side of the story about the cause for your separation from a job.
I don't know you, nor do I know why you're unemployed, but I know this much.
It's you, the unemployed person who may benefit more, from learning how their state's unemployment laws should work, just to know when/if there is room to argue legitimately to collect unemployment .. because valid merits related to the proper burden to prove.
Maybe the right facts, just didn't quite come across the way they should have .. during the initial claim determination phase. But take a breath .. because initial separation finding are based only on the "available information".
Please feel free to peruse a lot of available information in the former, but still Free Q&A about Unemployment.
Who knows, you might find one that helps you understand why I also thought it would be good if I could offer free referrals to Professional Unemployment Hearing Representatives .. even if they do require payment for their services at an unemployment appeal hearing.
Dec 26, 18 10:56 AM
I am in the home health care business and work for a company. I had a prior client for 3 years full time. His family loved me and I got raises each year
Dec 22, 18 02:53 PM
I have worked at my job for 3 1/2 years. I have missed work on occasion due to kidney disease but always have medical documentation. I work 11 hr days
Dec 04, 18 10:12 AM
Hello Chris, I was employed with this company for five years.duties over the years drastically changed,my daily task were not only to process 300 emails
Nov 29, 18 06:17 PM
I quit my job at a Credit Union because I had to file for bankruptcy in California. My employer was carrying $50,000.00 of the debt that was eventually
Nov 26, 18 10:24 AM
I recently received a request for relief of charges in my correspondence. I have been approved for benefits and have been receiving them for 5 weeks now.
Nov 25, 18 11:29 PM
Hi. I was fired from my serving job in Chicago. My mgr said my table came in 2 days later saying I used profanity. I did not. I was approved benefits,
In case you don't know, I worked at a company where I sincerely believed the basic problem for many unemployed people with winnable appeals, was the expertise they faced at unemployment appeals hearings, working on behalf of their employers.
I coordinated hearings, but I always .. and I mean always, contracted a professional hearing rep for the employer. Because who better to have working for you at a hearing than someone who knows the ins and outs of not just state unemployment laws .. but hearing procedures .. state to state.
I myself do not claim to possess more than the working knowledge from my job as coordinator .. which included protecting a clients rights to due process before a hearing as best I could.
However, when I finally quit my job in 2009 and wound up at a tribunal hearing because my former employer appealed, and then decided to appeal the hearing decision finding I had quit with good cause again .. to the Board of Review, it was coordinating files, hearings, witness and interfacing with state appeal sections across this country .. that saved my bacon .. or benefits if you prefer.
Suffice it to say, I don't answer nearly as many free questions about unemployment as I once did .. but if you think you have a good one and you don't mind submitting a question on the condition it may not be answered, but if it is it will appear on the Unemployment Blog .. then feel free to ask
I'm troubled by what employees tell me they chose to ignore, for the sake of protecting their job from a questionable reason to be terminated. And all because an employer needs to the burden of proving work misconduct as cause,. when you're fired while you just need to think about how/if/ you can rebut (undermine) their ability to meet the standard of law of that burden.
I'm not suggesting I want to discourage an employee from quitting for good cause, but if you must quit your job .. know it's you who will need to meet the burden to prove the fault for you leaving your job .. was attributable to your employer.
You should try using the search bar, if your question relates to who has the burden in a voluntary quit, in lieu of being discharged case.
Ask questions abour your ability to collect unemployment insurance benefits, and it's me who ends up asking questions, just to explain what I may think about your chances of collecting, or keeping unemployment benefits.
Unfortunately, sometimes the answer is due to those variances found in unemployment laws and/or regulations state to state.
I'd show you a sample unemployment law comparison now, but all you need to do is click that link to find them all .. for you to review objectively .. depending on the state controlling your unemployment claim.
If you have been denied unemployment benefits with the initial non-monetary claim determination, (findings usually state, "based upon the available information"), you can appeal this determination easily, whether you know if you can win, or not, by simply avoiding any argument that is made untenable by a state's unemployment law.
Many states acknowledge receipt of an appeal letter by sending the letter attached to the acknowledgement to both you and the employer. Then they docket a lower level, aka tribunal unemployment hearing and a notice of hearing is sent to all "interested parties" to the appeal.
I suggest a simple stupid unemployment appeal letter format to appeal a denial of unemployment benefits, because it's not wise to start arguing fact .. before a hearing .. which is meant to do just that .. argue to prove, or rebut what is, or isn't a fact .. relevant to cause for the separation.
Or, you can also read the Unemployment Appeal Q&As to find more on the subject.
If you voluntarily quit your job, know it's your right to do so, because you're an at-will employee.
But when you apply for unemployment benefits, good cause to quit your job isn't easily proven by just saying so. but by supporting what you say with documentation to prove what you did as an employee, to first preserve your job and later, prove the good cause was fault .. reasonably attributable to being that of the employer..
To be honest, getting to the point of having evidence, sufficient to support your story of good cause to quit .. can be a challenge for employees. Frequently, they are simply uncomfortable dealing with authorities at work, if good cause begins by confronting an employer in a professional manner .. to begin the process of documenting actions, or non-actions .. to establish facts .. that can go to good cause.
Here's some Q&As About Good Cause to Quit a Job, including why it's important to find your nerve to at least attempt to correct some situation at work.
Ever wonder why your boss may of tried to get you to quit, before firing you? Let just call it what it is .. a strategy, whether by design or not, that helps employers avoid the burden of proving what made you guilty of work related misconduct.
I see know reason why a person needs help appealing a monetary determination, but since many asked questions about the amount of their weekly unemployment benefits, base periods, partial benefit amounts, or payments such as severance, or pensions that may reduce that amount here are the Q&As about monetary entitlement to benefits.
But every monetary claim determination (the first one you receive), tells you what you're entitled to receive .. if you are found otherwise eligible to collect, based on the facts concerning the cause for your separation .. and to appeal this initial claim determination, here's a template to keep your appeal letter .. simple stupid, given I don't know, why you're appealing.
I'm sorry, I hindsight has taught me, I answered questions I shouldn't have answered .. because they became part of the Collect Unemployment Blog.
Yet to be honest about unemployment issues, there's more to be concerned about than just quitting with, or being fired without good cause to include know what's suitable work, how school affects benefits, special VQ rules to affect temp employees and why an overpayment .. means repaying benefits.
It's safe to say .. there's a lot of Q&As that touched on one, or more conditional eligibility issue, claimants need to be aware of while they continue to collect benefits, or to protect their right to collect again, they should they accept a new suitable before exhausting benefits, at anytime between the BYB (benefit year begins) and BYE (benefit year ends) dates.
All the Q&As .. or at least most of them.
When applying for unemployment benefits, it can be easy to miss some of the questions may relate to whether you exercised an employee right .. you may of mentioned in explaining the final incident, or the cause of why you voluntarily quit, due to the fault of the employer.
Unemployment Insurance Benefits are really an afterthought of an exception, to the idea adhered to in the U.S., which this employment attorney began to explain about the impact the doctrine of employment at will has on us all.
If you grasp that Unemployment Insurance was added to the mix in 1936 after the Great Depression, and the employee rights we've come to take for granted to day have literally become a counterweight against unemployment benefits and that extra weight for your arguments for benefits, lurk beneath the surface of a workplace culture, you can expose as fact better, while you're still an employee.
In any case, I know of at least one UI precedent decision that agreed there was no good cause to quit .. because the employee failed to exercise a right in the workplace first .. to show they tried to preserve their employment first.