Unemployment Administration
Humareso handles the employer side of unemployment claims. We answer state notices before the deadline, document every separation, and check what gets charged to your account, so your claims stay compliant and accurate and your team gets its time back.
Unemployment insurance protects people who lose work through no fault of their own. The employer side of each claim runs on state deadlines, and the result shows up in what you pay.
Every claim starts with a notice from the state asking for your side of the separation, and that notice sets a response date. If the response is late or incomplete, the state can decide the claim without your input and charge the benefits to your account, whether or not the former employee actually qualified.
In most states, benefits paid to your former employees are charged to your unemployment account and feed your experience rating, which sets your state unemployment insurance (SUI) tax rate. A claim paid in error can keep costing you long after the claim closes.
Eligibility standards, forms, deadlines and appeal procedures all differ by state. If you employ people in more than one state, each claim has to be answered under the rules of the state where it was filed.
Every state requires that a claimant be out of work through no fault of their own. Some cases are not clear cut, and the answer usually turns on whether the employee was laid off, fired, or quit.
Generally eligible
Employees who lose their job to a layoff or a reduction in work are generally eligible for benefits. The separation had nothing to do with their conduct, which is exactly the situation unemployment insurance exists for.
Depends on the reason
Being fired does not automatically disqualify someone. An employee let go because of cutbacks or a minor or unintentional mistake can often still collect. An employee discharged for willful misconduct typically cannot, and the employer usually needs records that show what happened.
Generally not eligible without good cause
An employee who leaves for a new opportunity or because they were unhappy in the job is not typically eligible. An employee who leaves for good cause, such as harassment, unsafe working conditions or a serious illness, will likely qualify.
This is general guidance. Unemployment rules vary by state, and the state agency makes the final decision on every claim.
As your third-party administrator, Humareso takes on the employer side of each claim, from the first state notice to the charges that land on your account.
We track each separation notice and request for information from the state, gather the facts, and file a complete response before the deadline.
We help you record why someone left, along with the dates, warnings, policies and records that support it, so the facts are ready when the state asks for them.
When the facts do not support a claim, we protest it and lay out your position clearly. When a former employee does qualify, we tell you so, because the goal is an accurate outcome.
If either side appeals a determination, we help you organize your evidence, prepare your witnesses and understand what to expect at the hearing.
We check the benefit charges posted to your account and your state unemployment tax rate notices for errors, and we raise the ones that do not belong with the state.
If your people work in several states, we handle each claim under that state’s rules and deadlines, so every claim runs through the same process no matter where it was filed.
Tell us where your employees work and how claim notices reach you today. We will walk you through how Humareso would handle your claims from the first notice onward.
