Since 2007 I've done my best to explain how I would try to collect unemployment, at the various stages of the unemployment benefit process. My goal of course, was to focus on the sustainability of unemployment benefit eligibility, after quitting a job for good cause, or being fired for something other than work related misconduct.
I once had job of coordinating unemployment appeal hearing for employers and if there is one thing about that job that will never leave me, it's the undeniable fact I learned how unemployment works and that it can be made to work better when you know the score before a lower level tribunal unemployment appeal hearing. That's where the unemployed person often loses control of their benefits when they simply fail to meet the standard of law applied to facts surrounding the cause for their separation.
Unemployment law .. who ever thinks they'd be better off to learn how it works before losing a job through no fault of their own .. than after.
Many answers about eligibility rules to collect unemployment tend to come with built-in counter arguments. Often times the person making arguments for employers, such as those intended to argue you didn't have good cause to quit, or those intended to prove misconduct as the reason for termination, is literally an employee of an unemployment claim management company serving the best interests of a business, by being well versed in what, besides actual unemployment laws and regulations .. can aid in denying unemployment benefits.
My goal .... to help at least one employee see how unemployment insurance really has worked for years when an employee sidesteps, or totally misses an actual valid argument that could may of helped them to avoid being denied unemployment benefits erroneously ..
Dec 01, 19 03:01 PM
I get asked this question a lot, so I thought I would show you what I check when someone asks me if they can continue to collect unemployment if they move
Nov 30, 19 11:24 AM
Hi there, I just had my appeal hearing today and my employer didn't show up. But they wrote a letter. Do I automatically win because the judge still
Nov 18, 19 11:00 AM
A co worker took a camera into work and took pictures of some other co workers. She posted the pictures as comments on my social network page. I then
Oct 14, 19 10:25 AM
The burden of proof is as essential for an unemployed person to know as it is for an experienced opponent, An employer who appeals UI claims, right, wrong, or indifferently.
Oct 13, 19 12:15 PM
Contact Chris with Unemployment-tips.com
Oct 08, 19 06:40 PM
I was horrified when I had to leave my position for multiple reasons as permanent only to find more horror when I was told I couldn’t return to my sub
Oct 05, 19 01:28 PM
Answering questions about collecting unemployment benefits is how I dealt with being laid off .. and still having to fight for benefits
Sep 29, 19 04:26 PM
How to quit your job and collect unemployment means you must meet the burden of proving fault as attributable to your employer, in case of an appeal hearing
If you quit your job, you're the moving party. If your fired from your job your employer is the mover, in either case, it is a burden to prove good cause to be the moving party.
In all states, your ability to collect unemployment when you quit, or get fired, is connected to whether you can prove, or rebut the burden of proof assigned to the moving party, to prove the non-moving party was at fault. You should take this burden under consideration before you apply for unemployment to take advantage of the standard of law used during the initial claim adjudication resulting in a determination .. "based upon the available information" which may, or may not be changed by documentary evidence of good cause.
Should you, or an employer appeal an initial claim determination (initial meaning gatekeeper)m to get that initial finding changed, or modified, the standard of law to meet the burden, rises to a preponderance of the evidence and/or testimony presented at an appeal hearing, overshadowed by actual administrative rules of procedure (including rules about evidence and testimony). This hearing is .. often held by phone in this country and the assumption is that all those participating in the hearing .. know the rules for the hearing.
Because unemployment appeal hearings can be an intimidating process, many claimants will lose hearings they might of otherwise won, if they had they only been represented by a professional unemployment hearing representative.
Hint: If you've been denied unemployment, here's a sample unemployment appeal letter that won't help to self disqualify yourself.
And this matters if employee/claimants are also expected to know that the easiest way to prove relevant facts .. is to document to prove while still an employee.
Documentation, if the document adds weight to an unemployment story with merits, makes an argument more credible when it comes to the reason an employment relationship was ended. Simply put, I know it's easier to know how to testify at a hearing and potentially win a hearing, if you know what sort of things the moving party should want to prove .. even if you're the non-moving party who only has to rebut the facts the moving party is using to shift the fault to you.
I truly believe questions and even my own answers about collecting unemployment benefits could be improved, if you and I both know the basics of what an employee, or employer should be trying to prove to the unemployment department .
In the event you're here to learn about unemployment appeal letters .. or how to win and not lose the first level unemployment appeal hearing, then good for you.
The reason I know this stuff is because I had a job as a unemployment hearing coordinator, therefore, I put a lot of stock in knowing how to differentiate, why the standard of law used to initially determine fault based on the available information often fails, but the higher standard of law applied at hearings when proving, or rebutting relevant facts is used to set the record straight and make it more permanent, for either you, or an employer.
Because an unemployment hearing's purpose is to fully explore facts, and/or evidence. with both a claimant and employer in attendance, it's advantageous to know what facts you may need to dip deeply into, or not.
How unemployment appeals and the hearing process works, isn't precisely a legal process, but I'm here to tell you it is definitely one of those quasi-legal form of administrative law, that can cause those with winnable appeal hearings to wish you had found Unemployment-Tips before you quit, or got fired, or at least known afterwards, why I offer referrals to professional hearing representatives
Foresight, to see how unemployment benefits eligibility works, allows for employers to make strategic choices intended in part to aid them when they appeal to deny unemployment benefits, so why wouldn't advance knowledge of how unemployment really does work help an employee, or even a claimant, when it comes to avoiding being denied unemployment benefits erroneously, whether the issue is a quit, or a discharge?
To set the record straight, I don't think all unemployed people deserve to collect unemployment.
My perspective in a nutshell, is if you do quit, or get fired, you ought to already know, or be willing to learn on the fly, what your state unemployment process is, when determining whether you're eligible, or ineligible to receive benefits.
Losing a job through no fault of your own, is not what makes you a victim, but you might become after you apply for unemployment benefits and it is assumed you took the trouble to learn some new expectations about your ability to meet, or rebut facts to a standard of law and you quasi-legally argue to the wrong burden of proof at the first administrative law hearing, where employer's are often represented against a claimant and are more than willing to take advantage of what you don't know about the basics of meeting, or rebutting a burden of proof.
How hearings often ended when I worked for a living, is why I believe it's important for a claimant to educate themselves on how unemployment works and understand what may vary somewhat state to state due to those wide federal guidelines.
Therefore, don't avoid peeking at the links to state unemployment laws and other, more helpful resources, if my opinion matters .. here.
If you think you have a provable, or rebuttable unemployment appeal, then please don't be afraid to check out my unemployment appeal representation referral program, but only if you are not opposed to paying a flat fee to improve your odds of winning an appeal filed by you .. or your employer. If you have questions about your need to be represented .. contact me.
To be clear, any tips are not intended as legal advice.
Nonetheless, I think it's important to remain objective when discussing good cause .. meaning how the circumstances about your separation from a job .. relate to an eligibility issue listed on a hearing notice .. or an initial claim determination.
Here's the Q&As if you're looking for reinforcement of some basic idea I thought could help unemployment benefits work, or some arguments as to why certain details surrounding a voluntary quit, or discharge, from an otherwise at-will employment relationship, may not play well with rules concerning eligibility and fault to end things .. including viability of an unemployment claim.
Who in their right mind thinks about winning an unemployment appeal before ending a job, or applying for benefits, or participating in an initial unemployment eligibility interview?
I do .. and anyone I come in contact with, who asks me about their chances to collect .. that's who.
So, let me explain how to write an unemployment appeal letter because I've read some where the claimant, or employer managed to screw what should be a simple, minimal request for a lower level appeal authority hearing up, to the point their entire reason for appeal becomes untenable.
And if you think you might benefit from professional representation at a hearing, or coaching previous to any need for that, I may be able to help with that. Click here to learn more about unemployment representation.
Rebutting why you were fired for something a reasonable person wouldn't consider as being misconduct connected to the work, isn't necessarily focusing on what a good employee you were prior to the final incident causing an employer to terminate your employment
So Here's a widely accepted definition of what work misconduct is, and what it is not. I offer this definition, so you can focus on how you're going to rebut you were at fault in such a way to undermine the credibility of an employer's testimony and/or evidence to support why you were fired for nothing less than willful, intentional, or wanton disregard of the standards and behaviors and employer has the right to expect of an employee, to not harm an employer's best interests.
Realistically, the first unemployment hearing is usually the last shot you, or an employer has to correct an erroneous claim determination. I can't stress this enough, even if I might be able to refer you to a professional who will know if something happened at the first hearing, that can be used for a written argument to an Unemployment Insurance Board of Review (second level appeal).
Click here for a free initial case evaluation with a professional unemployment hearing rep.
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.