A common misconception around unemployment insurance is that it’s a right for all terminated employees, and just a natural cost of business. Because of this, companies overpay millions each year because they don’t follow up with claims or miss important deadlines. Beyond just overpaying claims, the cost to your company increases through tax rates.
You want to effectively manage your unemployment claims, but sometimes that’s easier said than done. You don’t have an employee solely devoted to them and missing a deadline isn’t unusual. You’re aware you might be paying more than you should, but you can’t think of a better alternative. Hiring someone is out of the question and you aren’t sure of a software where you don’t have control over your data.
When a former employee files for unemployment insurance, it’s usually because they believe they have a case that shows their firing wasn’t their fault. In certain situations, like layoffs, this is true, but other claims have room for a company to contest. One example is an attendance-based claim. The worker you let go might claim they were fired for being chronically late or not showing up, but they weren’t aware of a policy that prohibited such actions and were never formally reprimanded. When this happens, the easiest path to success is ensuring you have a system in place.
hear the collective groan echoing around the office. Your workers picture a day spent sitting and staring at a PowerPoint presentation. Instead of settling for this style, try these five team-building activities that are sure to make your next meeting more exciting.