SIMPLIFYING THE UNEMPLOYMENT INSURANCE CLAIM PROCESS
Providing all applicable information at the beginning of the unemployment insurance
process can streamline the steps involved in presenting a strong case to the state
agency and expedite the adjudication process.
More states are enacting or enforcing current legislation to penalize companies for
not submitting all facts pertinent to a former employees’ separation from employment
by the claim response deadline. If employment separation details and applicable
personnel documents are not provided by the claim response deadline, the consequences
can be harmful to the employer. Several states will charge the employer a partial
or whole percentage of any benefits already issued to the other party despite the
employer’s later submission of details that resulted in a reversal of the earlier
ruling. Other states will issue a penalty statement with a specific dollar amount
cited that is applied to all employers when the facts are not provided by the claim
deadline, i.e. $15.00 for a late response or no response.
The consistent implementation of the guidelines below can simplify the process of
gathering the employment separation information needed to submit to your Third Party
Agent. These recommendations will also make the fact-finding process less time consuming
for managers and human resources personnel responsible for submitting the information:
Check the request notice prior to sending the completed
form to your unemployment insurance consultant to ensure you are providing all of
the requested information outlined on the notice.
Let your consultant know if you have questions relative
to the separation reason or unemployment adjudication process.
Aim for providing applicable supporting documents
to substantiate the separation reason.
Initiate a dialogue with your consultant, without
hesitation, whenever you need their expert opinion. Remember, they are your partner
in the process.
Make your case by presenting all pertinent facts.
Strategize with your consultant, when applicable,
to determine the best approach to present a strong case.
Sharon L. Pate, Assistant Claims Manager, TALX Corporation
This weblog is sponsored by TALX.
Recommended For You
Case Analysis: Claimant was absent from the work area and found “resting” in locker room Background A company discharged its employee […]
Case Analysis: Claimant did not report her absences in order to have them covered by FMLA Background A company discharged […]
Case Analysis: Claimant argues her absenteeism was for reasons outside her control Background A company discharged its employee for violating the […]
What is Considered Job Abandonment? Monthly Video Series: 2 of 12 When is an employee’s failure to show up for […]