The world of unemployment insurance is complicated enough without the added threat of a lawsuit. You’re already trying to balance all the claims monitoring with hearing dates to make sure you aren’t overpaying. Essentially, you’re trying to avoid making a costly mistake. The bad news is you could be making the error before the claim even comes in. Here are three of the biggest mistakes employers make in the unemployment claims process. Read more
At Unemployment Tracker, we have a number of products designed to meet your UI needs. Each is designed to save you time and money to ensure efficiency when handling unemployment insurance claims. Our full range of solutions provide you the opportunities for a do-it-yourself or a full-service approach.
A major goal of all employers is to find employees who will remain loyal and dedicated to their company. Unfortunately, with job hopping becoming a more popular trend, this kind of loyalty isn’t always easy to detect or hire. Research shows an employee who’s drawn to your company because of what you do instead of the money offered or room for growth, are more likely to stay for the long-term, so here are a few ways to find loyal employees, starting at their interview.
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.
If you’ve tried to track unemployment claims on your own, you’re probably aware of how challenging it can be. Laws and amounts vary by state with laws evolving regularly. A missed deadline can cause overpayments and lead to future issues. Just when you think you’ve got a good system in place and a handle on things, everything changes at once just when you’re forced to lay off a large number of workers.
What is more important to your company: finding new employees or retaining the ones you have? In most cases, employers desire and value in longevity in their team. You want employees who are dedicated to your organization and believe in what you do. Unfortunately, before you reach this point, you may already be losing them.
When an employee is let go at no fault of their own, they are entitled to unemployment insurance. It provides temporary financial assistance in the downtime before they secure new employment. Situations where this is applicable include downsizing and layoffs; however, if an employee is let go because of misconduct, they do not qualify.