Alabama differentiates between "simple misconduct" and "gross misconduct." If the state disqualifies the claimant for "simple misconduct", the employer will only be relieved 50% of potential liability.
Alaska uses a Quarterly Payroll Decline method for funding unemployment benefits. This is unlike the direct charge-back systems used in all other states.
In Arizona, the employer can receive a non-charge if the claimant quit for a compelling reason not attributable to the employer.
If the claimant was hired for part-time work in Arkansas, and continues to work part-time with no change in hours, then the employer can receive a non-charge.
California requires in-person attendance at the vast majority of their unemployment hearings, and rarely grants a postponement.
Colorado employers can receive a non-charge if the claimant earned less than $1,000.
Failure to respond to Connecticut's request for wage verification could result in a loss of rights on an unemployment claim.
For Delaware staffing employers, the state will view Failure To Maintain Contact as a voluntary quit If the employer informs the employee in advance that they must contact the employer upon the end of an assignment.
If the employer is base-period only, they do not have protest rights in the District of Columbia.
If the employer informed the claimant upon hire that they have a probationary period of 90 days or less, Florida employers can receive a non-charge if the employee is discharged during that probationary period.
Georgia will relieve a staffing agency or a PEO if an employee fails to maintain contact with the employer. However, there are stringent notification requirements for the employer to maintain compliance with this provision.
In Hawaii, the employer must respond to all unemployment claims, even the non-protestable issues, to avoid a penalty.
In Idaho, the employer can receive a non-charge if the claimant quit for a compelling reason not attributable to the employer.
The most recent 30-day employer in Illinois is responsible for ALL unemployment benefits for a claimant. The base only employer is not charged.
An employer in Indiana can lose protest rights for failing to respond to an adjudicator call.
Iowa employers must participate in fact finding interviews in addition to responding to the unemployment claim in writing.
A Kansas employer will lose their appeal rights if they respond to the initial claim with insufficient separation information.
Kentucky employers can receive a non-charge if the claimant quit for a better job.
In Louisiana, if the claimant was hired for part-time work, and continues to work part-time with no change in hours, then the employer can receive a non-charge.
Maine employers can receive a non-charge if the claimant did not work for five consecutive weeks.
Maryland employers will be assessed a $15 penalty for every unemployment claim (including non-protestable issues) that is not responded to on a timely basis.
Massachusetts employers can receive relief of charges if they are a regular part-time employer, and the claimant is filing due to the loss of their regular full time job.
Michigan does not recognize previously adjudicated claims. If the claimant requalifies and files again, the claim must be protested as if it were the first claim.
In Minnesota, the employer can receive a non-charge if the claimant earned less than $500; However, the employer must still respond to the state with separation information.
In Mississippi, if the employee separates due to health reasons, and the employee was advised by a physician to leave employment, the employer can receive a non-charge.
For staffing employers in Missouri, the state will view Failure To Maintain Contact as a voluntary quit if the employer informs the employee in advance that they must contact the employer upon the end of an assignment.
A Montana employer can receive a non-charge if the claimant separates due to being called to military duty for less than six weeks.
With an employer PIN # in Nebraska, you can go online to respond to unemployment claims and file appeals.
In Nevada, if the employer is base-period only, protest rights are severely restricted. The employer must have 75% of the base period wages, or the employee must have been discharged for a proven crime.
A New Hampshire employer can receive a non-charge if the claimant has worked less than four consecutive weeks.
In New Jersey, the employee must be absent for five consecutive days for the employer to get relief in a job abandonment claim.
For New Mexico staffing employers, the state will view Failure To Maintain Contact as a voluntary quit if the employer informs the employee in advance that they must contact the employer upon the end of an assignment.
A New York employer can receive a non-charge if the claimant quit for a compelling reason not attributable to the employer.
The employer in North Carolina can get relief on a probationary discharge for inability if the claimant was employed under 100 days.
In North Dakota, if the claimant received sick pay upon separation, that can reduce unemployment benefits.
In Ohio, if a part-time employee quits to protect their full-time job elsewhere, the part-time employer can receive a non-charge.
Contributing Oklahoma employers can receive a non-charge if the claimant quit for verifiable medical reasons.
In Oregon, the employer can receive a non-charge if the claimant quit for compelling medical reasons.
Job refusals must be reported to Pennsylvania within seven days of the job offer, and must provide complete details regarding the job offer.
The employer in Puerto Rico will lose their appeal rights if detailed separation information is not provided at the initial claim level and includes all types of separations.
In Rhode Island, the employer can receive a non-charge if the claimant worked fewer than 4 weeks and earns less than 20 times the hourly minimum wage.
South Carolina employers can receive a non-charge if an employee quits due to domestic violence or to accompany a military spouse.
South Dakota employers can receive a non-charge if the claimant quit for compelling medical reasons.
In Tennessee, the last employer unemployment claim is always mailed to the worksite location.
A voluntary quit for medical reasons in Texas is a non-charge for the employer.
Utah employers can receive a non-charge if the claimant quit new work after a trial period because the work was unsuitable when compared to their prior work history.
In Vermont, the employer can receive a $100 assessment for failing to respond to an unemployment claim.
In Virginia, the employer can receive a non-charge if the claimant worked less than 30 days.
For the Virgin Islands, it is important to respond to non-protestable claims if there is severance pay as that will reduce unemployment benefits.
Washington employers can receive a non-charge if the claimant quits for compelling medical reasons or to accompany a moving spouse.
To qualify for benefits for West Virginia, the claimant must have earned $2,200 in the base period and have earned wages in more than one quarter of the base period.
Wisconsin employers can receive a non-charge if the claimant quit for a compelling reason not attributable to the employer.
In Wyoming, wages in lieu of notice or severance pay will reduce unemployment benefits.