How does the fact that a worker quit or was discharged change the eligibility determination?
As has been previously discussed, it is necessity for an employer to establish knowledge, culpability and control in discharge cases. In instances where a worker voluntarily ends the employment relationship, the worker has the burden of establishing that he or she had compelling reasons for quitting. This may not be easy. He or she must show that reasonable efforts have been taken to resolve the situation before quitting. In addition, many states require that the reason for quitting not only be compelling, but that it also be connected to the employment. The following states allow some exceptions to the requirement that the reason for quitting be connected to the job: Arizona, Arkansas, California, Colorado, Florida, Illinois, Iowa, Kansas, Maryland, Massachusetts, Maine, Michigan, Minnesota, Missouri, New Hampshire, Nevada, North Carolina, North Dakota, Ohio, Rhode Island, South Dakota, Texas, Utah, West Virginia, and Wisconsin. These states may pay unemployment benefits when the reas
Related Questions
- Why does the HPRP Eligibility Determination and Documentation Guidance list disability income in both the income inclusion and exclusion tables?
- What if a Plan Sponsor disagrees with the ERRP Centers eligibility determination for a given early retiree, spouse, or dependent?
- What documentation does the local school district need to send to MSSD for an eligibility determination?
