Why should a company try to control its unemployment tax rates?
Unemployment taxes are an experience rated payroll tax. A company can have a higher or lower tax rate depending on how many individuals collected unemployment benefits. Blocking unwarranted claims over time lowers or controls your company’s unemployment tax rate. An unwarranted claim collected against a company will affect the employer’s unemployment tax rate for three years!
How much does one unemployment claim cost a company?
The average claim will cost the employer between $4,000 – $14,000 in unemployment taxes or contribution rate. The cost of a claim varies depending on how many weeks a claimant collects, the weekly benefit amount the claimant is eligible to receive, the current tax rate, etc. For most employer’s unemployment is not paid dollar for dollar.
Based on information from IDES is 2013, in Illinois the average cost to the employer of a claim is $10,524.21. Here is the breakdown:
The average weekly benefit amount collected in Illinois : $321.45.
The average duration of unemployment benefits in weeks: 17.92.
The average amount of unemployment collected for claimants is $5760.38.
The average multiplier in Illinois for employer taxes is 1.827.
The Math: $5760.38 * 1.827 = $10,524.21
Is it possible for one claim to cost an employer $25,466.40?
Yes. The following example is based on Illinois numbers.
John Doe had been making about $50,000 a year and has been fired. The employer (Company A) mistakenly does not contest the claim. John Doe is entitled to the 2013 maximum weekly benefit amount of $413 per week. He may not have intended to collect for the full 26 weeks, but he ended up doing so nonetheless. Company A, as the chargeable employer, was charged with the full $10,738 to its benefit charge account.
Company A employs 10 workers. In Illinois, based on 2013 information, the first $12,960 of wages paid to a workable are taxable, and used to calculate the unemployment tax rate. In this case, Company A has $129,600 of taxable wages per year. Company A however has been growing, adding two employees each year for the past three years. To calculate the Benefit Ratio, which is the controllable factor of an Company A’s UI contribution rate, we take Company A’s Benefit Charges for the previous 3 years ($10,738 resulting from one claim), multiply by 1.384 (the Benefit Conversion Factor), and then divide by the Taxable Wages for the previous 3 years ($12,960 x 10 +$12,960 x 8 + $12,960 x 6 = $311,040), and then rounded to four places past the decimal when expressed as a percentage:
Benefit Ratio = $10,738 x 1.384 / $311,040 = 0.04777968107 = 4.7780% (after rounding)
We then multiply the Benefit Ratio by the State Experience Factor of 1.25 and round to the nearest one-tenth of one percent:
4.7780% * 1.25 = 5.9725% = 6.0% (after rounding)
Finally, we add the Fund Building Rate of 0.550% to arrive at Company A’s Unemployment Insurance Contribution Rate:
6.0% + 0.550% = 6.55%
Company A then has to then pay 6.55% of $12,960 = $848.88 in unemployment payroll taxes for each of their employees in the first year after John Doe has left. That means $8488.8 for the first year alone!
Furthermore, the $10,738 that John Doe collected, remain in the Benefit Ratio calculation for 3 years! For simplicity, if we assume no growth or decline over the next few year for Company A, then over the span of 3 years Company A will pay $25,466.40 in unemployment taxes.
Don’t claimants just get awarded benefits no matter what?
No. All claims filed for unemployment benefits get adjudicated by the state agencies. Claimants will be awarded benefits if they are laid off or they lose their jobs through no fault of their own. If a claimant is fired for misconduct or quits for personal reasons, the claimant may be denied unemployment benefits if the claim is contested properly.
What should I do to protect my business against unwarranted claims?
An employer should protest contestable claims in a timely and adequate manner, appeal decisions that award benefits to administrative hearings, attend hearings, audit quarterly charge statements and monitor its tax rate. Employers should also be sure to use the misconduct standard in its terminations and it should document all disciplinary actions and quits. Personnel Planners specializes in the consultation and execution of this process so that employers can spend their time and valuable resources on their staff and current business needs.
Why outsource unemployment matters and use Personnel Planners?
Personnel Planners is a national provider of unemployment cost control services with clients in all 50 states. We specialize in cutting unemployment taxes through a variety of services including annual supervisor training, pre-termination consulting, claims administration, hearing preparation, hearing representation, ruling appeals, charge auditing, record maintenance, online reporting and more.
As our client you will save on taxes, time, stress and valuable resources all while staying compliant with federal and state laws thanks to our integration with the State Information Data Exchange System (SIDES) and to our great staff. We appropriately handle EVERY claim that comes into our office in a timely fashion. At Personnel Planners all claims analysts and hearing representatives are well trained ABA approved certificated paralegals with years of experience. We focus on providing a personal service to our clients. Our claims writing staff raise proper sections of the unemployment handbooks when contesting the claims and do a full review of the employer documents prior to submitting a protest letter. Our clients also get the benefit of knowledgeable hearing representatives who know what questions the hearing judges are likely to ask.
Additionally we provide a client portal for all of our clients to access complete reports of the status of their unemployment claim in real time. The portal is also a way to share and exchange information regarding the claims. Personnel Planners is committed to providing our clients with substantial savings and excellent service. We care about our clients and their cases. We’ve been in business since 1981 and we pride ourselves on our client retention rate. Whenever an opportunity to better our work presents itself, we never hesitative to improve our service. We help our clients make a good termination in light of the unemployment system so that they will not be as vulnerable to unwarranted unemployment claims and the increased payroll taxes that come with them. We return phone calls and emails promptly and don’t let claims slip through the cracks. When using our service all your claim responses will be submitted on time.
Who pays for unemployment insurance benefits?
Employers pay 100% of all benefits paid to claimants.
When is an employee eligible for unemployment benefits?
An employee can be eligible for benefits when they meet the state agencies monetary eligibility requirements and when they have lost their job through no fault of their own. Generally, employees who quit, or are discharged due to misconduct, should not receive unemployment benefits. There are also a number of other disqualifications that will result in the employee being ineligible for benefits.
What is Section 252 of the Trade Adjustment Assistance Extension Act of 2011?
The Act states that businesses must file a response to an unemployment claim in an adequate and timely manner whether or not the business is choosing to contest the unemployment claim. A pattern of failure to respond to claims has a consequence. Charges that in the past would have been dropped from an employer’s U.I. account after a decision was reversed in the employers favor will now be unable to be dropped. The Act states that state agencies must now prohibit relief of charges when:
UI benefits were improperly paid because the employer, or their agent, was at fault for failing to respond in a timely or adequate manner to the agency’s request for information (RFI) relating to the unemployment claim, AND
The employer or agent has established a pattern of failing to respond to such requests in a timely or adequate manner
Many states have defined a pattern of failure as the greater of two or more instances or two percent or more of claims within the prior year. Businesses who show a pattern of non-compliance in responding timely and adequately to their U.I. claims may lose the ability to have charges on these claims removed from their account should a decision to award benefits later be reversed. If the charges are not dropped and remain in the employer’s U.I. experience rating, that company may pay thousands more in future U.I. taxes.
What a “Pattern of Failure” is as mentioned in Section 252 of the trade Adjustment Assistance Extension Act of 2011?
Not all states have defined a pattern of Failure. Below is a chart of the states that have defined a pattern of failure. A pattern of failure can lead to loss of appeal rights, penalties, and being charged for claims even when the claimant has been denied benefits.
AK
Greater of 2 instances of 2% of claims within prior year
AL
2 or more instances
AR
Greater of 5 instances of 5% or total claim within prior year
CA
2 or more instances related to individuals claim
ID
2 or more instances
KS
Greater of 2 instances or 2% of total claims within prior year
KY
Greater of 6 instance or 2% of total claims within a calendar year
ME
Greater of 2 instances of 2% of total claims within prior year
MI
Greater of 4 instance or 2% of total claims within prior calendar year
MN
Greater of 2 instances of 2% of total claims within prior 6 months
MO
Greater of 2 instances of 2% of total claim within prior year
NJ
Greater of 3 instances of 2% of total claims within prior year
NC
2% or more of total claims with prior year
OH
4 or more instances
SC
3 or more instances within a calendar year
TX
2 or more instances
VA
3 or more instances
WA
Greater of 3 instances within prior two years or 20% of total current claims
WI
5% or more of cases appeled to tribunal
WY
Greater of 2instances or 2% of total claims within prior year
Are there penalties for not responding to unemployment claims or provided false statement in a response to an unemployment claim?
Yes. Not all states have penalties in place however all states have the ability to implement penalties due to Section 252 of the Trade Adjustment Assistance Extension Act of 2011. Please review the chart below for the states who have put into place penalties thus far.
California
False statement can lead to penalties up to 10X the weekly benefit amount.
Louisiana
False Statements can lead to penalties of $50-$1000.
Massachusetts
A $25 penalty per instance of unresponded unemployment claim and loss or appeal rights.
Maryland
A $15 penalty per instance on unresponded unemployment claim.
Minnesota
Employer must pay the trust fund the amount of the overpaid unemployment benefits. Additional false statement will lead to a penalty of $500.
Nebraska
False statements and unresponded claims will lead to loss of appeal rights on all rulings.
New York
False statements and unresponded claims will lead to employers being considered a non-interested party.
Virginia
Unresponded claims will lead to a $75 penalty after third offense.
Vermont
Unresponded claims will lead to a $100 penalty per unresponded claim.
Wisconsin
Unresponded claims will lead to revocation of right to agent representative
What is the State Information Data Exchange System (SIDES)?
SIDES is a web based system that allows electronic transmission of information requests from UI agencies to employers and/or Third Party Administrators. SIDES, backed by the US Department of Labor (USDOL) is the new way to receive and respond to unemployment claims. SIDES will become mandatory in some states. For instance, Illinois has implemented SIDES and in the near future, will require the use of SIDES for all businesses with more than 50 employees. This will also put greater scrutiny on response rates.
SIDES is meant to facilitate what the (USDOL) calls U.I. integrity. The agency wants to reduce fraud and abuse by accurately adjudicating claims with good information exchanged through a third party central broker, eliminating transmission disputes. Since the claims are received immediately rather than with a snail mail delay, SIDES also has the benefit of giving employers more time to respond to claims.
There are two ways employers can utilize SIDES:
E-Response (which Illinois had erroneously called E-SIDES upon implementation) is available online for free. Responding to an unemployment claim on E-Response is a multi-step process that requires the employer to always enter their State, Federal Employer Identification Number (FEIN), State Employer Identification Number and their Identification Number/Access Code each time they want to enter the website. Once on the website, to respond to an unemployment claim the business must go through 9 full screens of questions to reply to the request for information. If a business has a question on how to use the online program the employer can read a 60 page manual on how to respond: https://info.uisides.org/pubdocs/E-ResponseSepInfoScreenShots.pdf. E-response does allow users to keep copies of correspondence for 90 days, however it does not allow for unemployment management in that it does not keep track of submitted documents, received documents, determinations, claim statuses, and other related information. The SIDES team recommends that only small employers use E-Response.
SIDES (Also known as SIDES Web-Services) is a computer to computer interface. SIDES allows employers to customize their information systems to interface with SIDES. This option requires the employer/TPA to do programming. Personnel Planners’ Claims Management System was rebuilt from scratch around the SIDES interface, and boasts a wide variety of other modern solutions.
What do I need to start working with Personnel Planners?
You can begin by filling out the Power of Attorney form which is located: https://personnelplanners.com/map/ This form is the first step in allowing Personnel Planners to step into the process of handling all of your claims.
Upon clicking the link, please click the appropriate state, fill out the form located on the right and send it to us at info@personnelplanners.com. Personnel Planners will then reach out to you to complete any paperwork, answer questions, and get you all set up! From here, we can then schedule any necessary training and get working on your claims right away.
True or False?
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Question 1 of 25
1. Question
A discharge due to an employee’s personal inability to do the work will lead to denial of unemployment benefits.
Correct
If the employee was working to the best of their ability then the employee was terminated through no fault of their own and benefits will be allowed.
Incorrect
If the employee was working to the best of their ability then the employee was terminated through no fault of their own and benefits will be allowed.
Question 2 of 25
2. Question
A discharge due to poor performance will lead to denial of unemployment benefits.
Correct
Failure to meet performance expectations by itself is not a reason for denying benefits . An employer cannot win a pure poor performance case. Poor performance is when an employee is terminated due to no deliberate fault of their own making; the employee was working to the best of their ability. Please note: employers commonly give poor performance as the reason for a discharge when they really mean misconduct. Poor performance means that the employee didn’t do anything wrong. Misconduct means the employee should have known and done better. Mislabeling terminations is perhaps the most common error that employers make when separating employees. Focus instead on what happened at the time of separation and let the unemployment office judge whether it was poor performance or misconduct!
Incorrect
Failure to meet performance expectations by itself is not a reason for denying benefits . An employer cannot win a pure poor performance case. Poor performance is when an employee is terminated due to no deliberate fault of their own making; the employee was working to the best of their ability. Please note: employers commonly give poor performance as the reason for a discharge when they really mean misconduct. Poor performance means that the employee didn’t do anything wrong. Misconduct means the employee should have known and done better. Mislabeling terminations is perhaps the most common error that employers make when separating employees. Focus instead on what happened at the time of separation and let the unemployment office judge whether it was poor performance or misconduct!
Question 3 of 25
3. Question
An employer must follow the company handbook to the letter in order to terminate a person properly and ensure that any future unemployment claim would be denied.
Correct
While it is best to follow company protocol when disciplining employees, the unemployment system does not determine eligibility for unemployment benefits based solely on the employer’s policy. The unemployment system could find the policy is unreasonable. Or they could determine that the individual should be denied benefits under the misconduct standard even when the disciplinary protocols of the employer’s handbook were not followed.
Incorrect
While it is best to follow company protocol when disciplining employees, the unemployment system does not determine eligibility for unemployment benefits based solely on the employer’s policy. The unemployment system could find the policy is unreasonable. Or they could determine that the individual should be denied benefits under the misconduct standard even when the disciplinary protocols of the employer’s handbook were not followed.
Question 4 of 25
4. Question
When a person voluntarily quits they are unable to collect unemployment benefits.
Correct
An individual is ineligible for benefits for weeks in which he or she has left work voluntarily without good cause attributable to the employer.
Incorrect
An individual is ineligible for benefits for weeks in which he or she has left work voluntarily without good cause attributable to the employer.
Question 5 of 25
5. Question
In a discharge case, a deliberate and willful violation of a reasonable rule or policy is required for an individual to be denied unemployment benefits.
Correct
In most states, the standard for denying unemployment benefits in a discharge case is misconduct. In Illinois misconduct is defined as “the deliberate and willful violation of a reasonable rule or policy of the employing unit, governing the individual’s behavior in performance of his work, provided such violation has harmed the employing unit or other employees or has been repeated by the individual despite a warning or other explicit instruction from the employing unit.”
Incorrect
In most states, the standard for denying unemployment benefits in a discharge case is misconduct. In Illinois misconduct is defined as “the deliberate and willful violation of a reasonable rule or policy of the employing unit, governing the individual’s behavior in performance of his work, provided such violation has harmed the employing unit or other employees or has been repeated by the individual despite a warning or other explicit instruction from the employing unit.”
Question 6 of 25
6. Question
Discharging a person for poor attendance will always lead to denial of unemployment benefits.
Correct
Many case of poor attendance will lead to denial of benefits. However the unemployment system focuses primarily on the final event that lead to termination. For example, if the employee called off of work because of illness, the judge at an unemployment hearing will most likely rule that the claimant’s actions were not willful and deliberate and therefore not misconduct. Of course, employees may claim to be ill when they are not and if the employer can prove that the claimant is lying, the judge will not rule in the employee’s favor. After suspending employees for absenteeism, employers should consider requiring doctors’ notes for further absences.
Incorrect
Many case of poor attendance will lead to denial of benefits. However the unemployment system focuses primarily on the final event that lead to termination. For example, if the employee called off of work because of illness, the judge at an unemployment hearing will most likely rule that the claimant’s actions were not willful and deliberate and therefore not misconduct. Of course, employees may claim to be ill when they are not and if the employer can prove that the claimant is lying, the judge will not rule in the employee’s favor. After suspending employees for absenteeism, employers should consider requiring doctors’ notes for further absences.
Question 7 of 25
7. Question
A person who has been laid off is able to collect unemployment benefits.
Correct
The unemployment system is a fault system and being laid off is not the claimant’s fault. In fact the intention of the unemployment system is to provide benefits when people have been laid off.
Incorrect
The unemployment system is a fault system and being laid off is not the claimant’s fault. In fact the intention of the unemployment system is to provide benefits when people have been laid off.
Question 8 of 25
8. Question
Seasonal workers are eligible for unemployment benefits when laid off.
Correct
When an employee is not earning wages through no fault of their own, the employee can collect benefits. Even when an employee is active in the employer’s system, if there are no earnings because of a seasonal layoff, the employee is eligible for unemployment benefits. An exception would be certain workers, especially teachers and athletes, between academic semesters or sport seasons.
Incorrect
When an employee is not earning wages through no fault of their own, the employee can collect benefits. Even when an employee is active in the employer’s system, if there are no earnings because of a seasonal layoff, the employee is eligible for unemployment benefits. An exception would be certain workers, especially teachers and athletes, between academic semesters or sport seasons.
Question 9 of 25
9. Question
When a person quits due to a hostile work environment, they may collect unemployment benefits.
Correct
The general rule is that when someone voluntarily quits, the individual is unable to collect benefits. However, if the working conditions are not what as they were agreed upon at the time of hire or if they become hostile, causing the claimant to quit, the employer is viewed as responsible. The unemployment system views this as a separation attributable to the employer, therefore benefits would be awarded.
Incorrect
The general rule is that when someone voluntarily quits, the individual is unable to collect benefits. However, if the working conditions are not what as they were agreed upon at the time of hire or if they become hostile, causing the claimant to quit, the employer is viewed as responsible. The unemployment system views this as a separation attributable to the employer, therefore benefits would be awarded.
Question 10 of 25
10. Question
If a person quits due to medical reasons and has a supportive note from a physician, then the employer must always pay for the claimant’s unemployment benefits.
Correct
Some states have a special medical exemption that allows an individual to collect benefits but holds the employer as not chargeable since the physician has placed the claimant in a situation where the claimant is unable to return to work.
Incorrect
Some states have a special medical exemption that allows an individual to collect benefits but holds the employer as not chargeable since the physician has placed the claimant in a situation where the claimant is unable to return to work.
Question 11 of 25
11. Question
An employee who is currently working is always unable to collect unemployment benefits.
Correct
When an employee’s hours have been substantially reduced, the employee may be entitled to partial unemployment benefits.
Incorrect
When an employee’s hours have been substantially reduced, the employee may be entitled to partial unemployment benefits.
Question 12 of 25
12. Question
If an employee was discharged due to improper behavior towards a supervisor, the employee is more likely to collect benefits if the employee’s improper behavior was in a closed office separate from clients, customers and/or staff members.
Correct
The idea here is an employee has a right to get upset when delivered with upsetting news, especially in a private office. An angry reaction is not always willful or deliberate and not necessarily misconduct.
Incorrect
The idea here is an employee has a right to get upset when delivered with upsetting news, especially in a private office. An angry reaction is not always willful or deliberate and not necessarily misconduct.
Question 13 of 25
13. Question
There are egregious acts that can warrant immediate termination without a history of employee warnings and these terminations will lead to a denial of unemployment benefits.
Correct
Some actions are inherently wrong and no warning is needed for a discharge that would result in denial of unemployment benefits. Examples might include, swearing at your supervisor, making racial remarks at work, intentionally starting a fight at work, etc.
Incorrect
Some actions are inherently wrong and no warning is needed for a discharge that would result in denial of unemployment benefits. Examples might include, swearing at your supervisor, making racial remarks at work, intentionally starting a fight at work, etc.
Question 14 of 25
14. Question
Terminating and individual for sleeping on the job always leads to a denial of unemployment benefits.
Correct
When an employee is caught sleeping on the job, the employer should consider if the employee intentionally fell asleep. Many judges will forgive falling asleep at one’s desk if the claimant was sick or was working very long hours. The logic here is that the employee did not fall asleep willfully and deliberately. However, if an employee shows signs that he or she nested, then there is a very strong case for denying unemployment benefits. Nesting can mean many different things, such as the employee having a pillow, being found in an unauthorized private area, sitting in a certain position, etc. An employer might consider giving a warning for a first offense.
Incorrect
When an employee is caught sleeping on the job, the employer should consider if the employee intentionally fell asleep. Many judges will forgive falling asleep at one’s desk if the claimant was sick or was working very long hours. The logic here is that the employee did not fall asleep willfully and deliberately. However, if an employee shows signs that he or she nested, then there is a very strong case for denying unemployment benefits. Nesting can mean many different things, such as the employee having a pillow, being found in an unauthorized private area, sitting in a certain position, etc. An employer might consider giving a warning for a first offense.
Question 15 of 25
15. Question
Firing and employee for cause guarantees that the employee will not collect unemployment insurance benefits.
Correct
There are many legitimate reasons for firing an employee, but not all reasons rise to the level of misconduct, which is the standard for denying unemployment benefits in most states. Many times employees genuinely do their best and are still not able to meet the expectations set by the employer; such cases fall under performance rather than misconduct.
Incorrect
There are many legitimate reasons for firing an employee, but not all reasons rise to the level of misconduct, which is the standard for denying unemployment benefits in most states. Many times employees genuinely do their best and are still not able to meet the expectations set by the employer; such cases fall under performance rather than misconduct.
Question 16 of 25
16. Question
The State UI agencies pay for all unemployment benefits.
Correct
If a former employee is allowed benefits, then the charge is allocated to the employer’s account, increasing the employer’s unemploymet payroll tax rate. This results in the employer generally paying significantly more than what is collected by their past employees. Non-profit organizations are treated differently, and instead pay a direct sum equalling what has been collected against them.
Incorrect
If a former employee is allowed benefits, then the charge is allocated to the employer’s account, increasing the employer’s unemploymet payroll tax rate. This results in the employer generally paying significantly more than what is collected by their past employees. Non-profit organizations are treated differently, and instead pay a direct sum equalling what has been collected against them.
Question 17 of 25
17. Question
In discharge cases, the UI agencies almost always focus on whether or not a final incident at work rises to the level of misconduct.
Correct
The state agencies want to know what the last straw was that led to the discharge. So take note, it is always best to terminate for something specific that happened at the end of employment.
Incorrect
The state agencies want to know what the last straw was that led to the discharge. So take note, it is always best to terminate for something specific that happened at the end of employment.
Question 18 of 25
18. Question
If an employer knows of an employee’s misconduct which merits termination and plans on firing the employee for it, then it is a bad idea in terms of the unemployment system, to delay terminating the employee until a replacement can be found.
Correct
It is best to terminate an employee close in time to the final incident. If the employer delays the termination, he or she is saying that the harm the employee did was not so serious as to warrant immediate termination. It weakens the employer’s misconduct case significantly.
Incorrect
It is best to terminate an employee close in time to the final incident. If the employer delays the termination, he or she is saying that the harm the employee did was not so serious as to warrant immediate termination. It weakens the employer’s misconduct case significantly.
Question 19 of 25
19. Question
Terminating an employee for being incompetent will lead to denial of unemployment benefits.
Correct
Being incompetent is not an intentional act. To be denied benefits, an employee needs to willfully and deliberately violate a known and reasonable rule.
Incorrect
Being incompetent is not an intentional act. To be denied benefits, an employee needs to willfully and deliberately violate a known and reasonable rule.
Question 20 of 25
20. Question
Employees have a right to unemployment benefits regardless of the reason for their separation from work.
Correct
The unemployment system is a “fault” system. If an employee is no longer at work through no fault of their own, then they are entitled to benefits. If a claimant was terminated for misconduct or left work voluntarily, then they are at fault for being unemployed and should generally be denied benefits.
Incorrect
The unemployment system is a “fault” system. If an employee is no longer at work through no fault of their own, then they are entitled to benefits. If a claimant was terminated for misconduct or left work voluntarily, then they are at fault for being unemployed and should generally be denied benefits.
Question 21 of 25
21. Question
Unemployment claims have strict deadlines on when the employer can respond.
Correct
Each state has their own rules for when claims are due, but generally it is a little over a week from notice date on the claim. Timely and complete responses to claims are required. Personnel Planners receives most claims electonically, affording our clients more time to respond.
Incorrect
Each state has their own rules for when claims are due, but generally it is a little over a week from notice date on the claim. Timely and complete responses to claims are required. Personnel Planners receives most claims electonically, affording our clients more time to respond.
Question 22 of 25
22. Question
Every employer pays the same unemployment tax rate regardless of the benefits collected against the company.
Correct
The more benefits that are being collected against an employer the higher the tax rate will be, and the more money an employer will have to pay.
Incorrect
The more benefits that are being collected against an employer the higher the tax rate will be, and the more money an employer will have to pay.
Question 23 of 25
23. Question
Even when an employer accelerates an employee’s resignation, the employee is still ineligible for benefits.
Correct
It is a best practice for an employer to allow an employee to work through their notice period, provided it is reasonable in length. If the employer accelerates an employee’s resignation, the agency might think that the employer no longer has continuous work available for the employee.
Incorrect
It is a best practice for an employer to allow an employee to work through their notice period, provided it is reasonable in length. If the employer accelerates an employee’s resignation, the agency might think that the employer no longer has continuous work available for the employee.
Question 24 of 25
24. Question
When an employer receives a determination from the State regarding an employee’s eligibility for benefits, that determination is the ultimate decision.
Correct
There are several stages in the unemployment claim adjudication process and the process can sometimes take several months.
Incorrect
There are several stages in the unemployment claim adjudication process and the process can sometimes take several months.
Question 25 of 25
25. Question
In most states representatives at unemployment hearings must be attorneys.
Correct
While very few states do require attorneys for hearing representation, most states do not. At Personnel Planners, our hearing staff is fully comprised of paralegals who have completed ABA approved post-baccalaureate certificate programs. Our represntatives provide better representation in unemployment hearings than most attorneys and at a much lower cost.
Incorrect
While very few states do require attorneys for hearing representation, most states do not. At Personnel Planners, our hearing staff is fully comprised of paralegals who have completed ABA approved post-baccalaureate certificate programs. Our represntatives provide better representation in unemployment hearings than most attorneys and at a much lower cost.
