The dreaded Unemployment Claim. It doesn’t matter if you are a for-profit or non-profit organization – everyone eventually has them. By the time that claim crosses your desk, everything has already occurred regarding the separation. It is HR’s job to make sure that the series of events that led to that separation has been properly documented per your company policy to allow you to win contestable claims.

A “Best Practices” protocol needs to be established by HR and then explained to all Managers and Supervisors. Keeping the process simple is the best way to get buy-in from managers.

The first item on your checklist is to make sure that your Company Handbook is up-to-date and user-friendly. Managers cannot enforce rules that they don’t know or don’t understand. The disciplinary process and the paperwork that goes with it needs to be quick and easy to fill out and administer. Remember, for UC purposes, write-ups need to be short and to the point and must be signed by the Employee.

Progressive Discipline needs to be given as soon as you become aware of the occurrence. Verbal warnings, written warnings, suspensions, and terminations are all part of this important process. Remember, if it wasn’t documented, as far as UC is concerned, then it did not happen.


Contact CCC to see how we can save your organization time and money.
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