Third Party Administration Unemployment
Organizational Compliance Practices
The benefits of using a third-party administrator service will improve compliance and accuracy, while saving time and money in the process.
Why 3rd Party Administration Unemployment
Unemployment qualifications and rules vary from state to state. However, no matter the location of your business, there is one common thread. To qualify for benefits, an employee must be unemployed through no faults of their own.
In some scenarios, however, the answer isn’t crystal clear. Finding the answer starts with how the end of a worker’s employment is labeled.
- Laid-off: Employees who are laid off or let go due to a reduction in work are generally eligible for unemployment benefits.
- Fired: At first, it may seem fired employees should never qualify for unemployment benefits. Though in some cases, they can still claim benefits. Examples include being terminated due to cutbacks or for minor or unintentional infractions that caused their termination. However, if an employee terminates for willful misconduct, they typically will not qualify for unemployment benefits.
- Quit: An employee who willfully leaves their position for a new opportunity or because they’re unsatisfied with their job is not typically eligible for unemployment. One who leaves for what’s known as a good cause (including harassment, unsafe work conditions, or serious illness), will likely qualify.
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Humareso provides a variety of Human Resources services customized to the needs of our clients. From our award-winning HRO plan to our a la carte offerings, Humareso is able to support organizations of various sizes, geographies and industries.