If you quit your job, and it's for a reason I know as potentially being good cause to collect unemployment benefits, it's still the burden of proof that concerns me, and think it should be of concern for you as well.
The burden to prove good cause for quitting, is assigned to the unemployment claimant because quitting a job makes you the "moving party".
So, I asked questions to at least attempt to learn, if there might be a way for someone to argue better to the issue of quitting with good cause, to meet the burden, to the standard of law, used at unemployment tribunal hearings.
I know for certain, whether it's a claimant or the employer to appeal an initial non-monetary voluntary quit determination, the cause for the separation .. may lead to contentious unemployment hearings for which many claimants simply aren't prepared to win .. even when they did quit with good cause, because they just don't know how to prove their own efforts to preserve their job, or that those efforts were sufficient to exhaust efforts.. that must be made while still employed, to be of use to them later.
Sometimes though, it's a claimant appeal letter that does more damage to their good cause than good.
Need to know about valid common reasons people quit a job? Then check out the Unemployment Law Comparison Charts that breakdown the issue of a voluntary quit state by state. And while there, be sure to read in between the charts for how unemployment laws can be made to work to your advantage .. if you're looking for one.
If you've been denied benefits after quitting your job, you are definitely not alone, because let's be honest, how often does someone who chooses to work as an employee for a living, give thought to what happens after applying for unemployment benefits.
When you apply, you are literally, entering a state's administrative law process, and one you likely know very little about, including that knowledge of eligibility rules, in advance of entering a process, can be can be your own saving grace, because you know how to create your own advantages .. before any decision may need to be made .. just to end an at-will employment relationship with provable good cause.
I'm talking about clearly documenting facts to weight what you explain during an initial claim interview, or later, your testimony at an unemployment appeal hearing .. where the standard of law is now higher to sustain the burden of proof for both employees that voluntarily quit .. and employers who voluntarily fire employees for misconduct.
Coaching with a professional unemployment hearing representative may help you to preserve your employment .. or decide when you've exhausted benefits .. or help you put any efforts of an employer into better perspective. Contact me if interested in being coached.
Good Cause for Voluntarily Leaving—In all states, individuals who leave their work voluntarily must have good cause if they are not to be disqualified.
In many states, good cause is explicitly restricted to good cause connected with the work, attributable to the employer, or involving fault on the part of the employer. However, in a state where good cause is not explicitly linked to the work, the state may interpret its law to include good personal cause or it may limit it to good cause related to work. Since a state law limiting good cause to the work is more restrictive, it may contain specific exceptions that are not necessary in states recognizing good personal cause. (For example, an explicit provision not disqualifying an individual who quits to accompany a spouse to a new job might not be necessary in a state that recognizes good personal cause; it would be necessary in a state restricting good cause to that related to the work.)