Recently the Associated Press and CNBC reported that the unemployment rate jumped to 9.7 per cent in August, the highest since 1983, even though the net total of 216,000 jobs lost was the lowest monthly loss in a year.
In a healthy economy employers need to add a net total of approximately 125,000 jobs a month just to keep the unemployment rate stable. “It’s good to see the rate of job losses slow down,” said Nigel Gault, chief U.S. economist at HIS Global Insight. But, “we’re still on track here to hit 10 per cent (unemployment) before we’re done.”
With the massive lay-offs and terminations every company must be at the top of their game to deal with the unemployment claims that accompany such an employment crisis. Obviously, organizations with integrity do not want to stand in the way of former employees collecting earned benefits. That’s why it’s more important than ever to ensure employees who quit or engage in misconduct that leads to termination don’t end up collecting benefits simply due to a company’s lack of knowledge in Unemployment Insurance adjudication.
There are so many questions and general rules regarding unemployment compensation it’s probably best to simply access this link to learn more about your specific situation:
The more you know about the unemployment adjudication process, the fewer headaches you will have and the more revenues you will save your company. Take a few minutes to refresh your memory and gain new information. You won’t regret it when the judge’s call comes in and you’re in the midst of a difficult unemployment hearing or an appeal where you need to be “spot on” for every question asked.