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Most state agencies have similar regulations and laws that guide their unemployment programs. However, each state also has unique statutory requirements that impact how an employer best responds to handling its “employer” funded unemployment accounts.

CCC utilizes our national experience and has found that Connecticut is viewed as a more claimant-friendly state when it comes to claimant eligibility for unemployment. The following examples reflect a couple of challenges Connecticut employers must contend with to control their unemployment liabilities:

Contesting “excessive absenteeism” claims – this requires an employer to prove that claimant incurred, within 12 months, three separate incidents of absenteeism. All three need to meet the definition of “willful misconduct.” Many states require that progressive discipline occurred, and the last occurrence must meet the definition of “willful misconduct.”

Initial Claim Determinations –  After a state agency has reviewed the circumstances surrounding a separation, a brief statement of findings is provided to the parties. It is insight as to the reasoning behind the agency’s ruling, whether favorable or unfavorable. Then it can then be considered in deciding whether an appeal is appropriate or likely frivolous. Connecticut’s “Notice to Employer of Approval of Claim for Benefits” provides no general and/or specific reason for an approved claim. Often this leaves the employer guessing if an appeal would be cost-effective considering the preparation time and effort of the case.

Have questions unemployment questions about Connecticut or any other state? Contact your CCC Account Executive for assistance.


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