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.
As a refresher, unemployment insurance (UI) is financed through the Federal Unemployment Tax Act (FUTA) and the State Unemployment Tax Act (SUTA). Employers pay annually to the IRS using the Form 940, and the money is kept in a reserve to pay employees who are let go at no fault of their own.
As fall rolls around, many companies are approaching the end of the actual, or fiscal year. Budgets are finalized, reports are approved, and in the back of your mind you’re aware of something else on the horizon: performance reviews.
Knowing some of the cons, you might be tempted to stop here and say, ‘No thank you, I’ve heard enough.’ Despite some of the negative risks, there are plenty of positives that make it a wise decision for your business. Here are few reasons you should hire these alternative workers.
If you’ve ever dealt with unemployment benefits for former employees, you know the headache they can cause. Not only do you need to monitor the legitimacy of claims, you must meet varying deadlines. If you don’t have an employee whose responsibility is essentially unemployment insurance, you’ll likely find yourself looking for a better solution. Fortunately, Unemployment Tracker has several to meet your individual needs.
One of your main goals as an employer is to hire candidates who will fit well with your team and stay for the long haul. You want qualified individuals who have previous work experience and can step into the role and succeed. Too often, you interview applicants who miss the mark on these important criteria and serve as a waste of your limited time. In order to make sure only the most qualified make it through, try implementing these four ways to prescreen candidates before their first interview.
While you might’ve heard about unemployment benefits, it’s likely you aren’t completely sure how they work. The idea is simple enough: When an employee is let go at no fault of their own, they are entitled to unemployment insurance, a temporary federal-state program. Former employees apply through their own state and receive benefits for a set amount of time or until they find new employment. Determining how unemployment benefits are decided is a little more complicated.
Owning or running a business means you must be aware of all the legislation that affects your operation and bottom line. Tax law is no exception. To help project your revenue, you must be aware of what is coming out of your company earnings. One such deduction comes from the Federal Unemployment Tax Act, or FUTA.
Imagine trying to watch a hockey game without a rulebook. It would be chaos on the ice with hockey players all over the place, continuing to skate, passing the puck after the whistle, and getting checked every five seconds. Guidelines exist in sports for a reason and they should exist in your company as well.
Managing one unemployment claim can be stressful and confusing for your company. When layoffs or downsizing leads to a high volume, the process can become a nightmare. You need to monitor the claims that are filed and determine how many, if any, need to be contested. There are deadlines that can’t be missed that can lead to more issues on your end. Realizing the work ahead, here are some tips for juggling your unemployment claims.