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.
As an employer, you might have heard about overpaid unemployment insurance claims and disregarded it for a number of reasons. Perhaps you believe it isn’t an issue at your company, and even if it was, it’s not like it would be costing that much. You believe the employees you’ve let go wouldn’t engage in fraudulent behavior and give them the benefit of the doubt.
As an employer, you want to keep your turnover rates low so your team is comprised of committed, long-term employees. While there are a number of ways to achieve this, such as improving company culture and creating good lines of communication, an unexpected way might involve scheduling team-building activities.
Unemployment insurance is by paid through taxes the employer pays to the state (SUTA) and on the federal level (FUTA). Each state determines its own rules for what unemployment claims look like. Because of this, determining UI can be a complicated process. Adding to the process is the possibility that a worker was employed in multiple states and applying for benefits. When this happens, there are four things you need to know:
Professional development is a frequently discussed yet often overlooked part of the job. In an ideal world it would be prioritized, but with heavy workloads it tends to fall to the wayside. Some companies are excellent about holding trainings, but maybe they aren’t specific, and employees see them as time wasters instead of beneficial.
Turnover is part of the life cycle of a business and cannot be avoided. When it happens, ripples of stress can affect an entire business as everyone feels the loss of a worker and potentially a friend. Depending on why a person was let go, that stress might only be the beginning if they choose to file for unemployment benefits.
Despite common portrayals, the world of human resources is more than conducting interviews and onboarding new hires. It’s a vastly complex branch of an organization designed to handle some of the most complex issues, such as managing payroll and unemployment claims. While it can be challenging to juggle all the areas, new software solutions make it easy to effectively manage.
Letting an employee go doesn’t necessarily end with the exit interview. Depending on the reason for their termination, they may file for unemployment insurance, meaning you’ll pay them a percentage of their wages while they remain unemployed. Based on federal protocol that’s tweaked at the state level, unemployment insurance can be tricky to understand because of the varying details. To make sure you don’t run into issues, avoid these three mistakes in the unemployment insurance process.
When an employee is let go, they have several options to receive income during their period of unemployment. One option is unemployment insurance, where a former employee of a company is paid a percentage of their wages for a period of time between jobs. As an employer, here’s what you need to know about unemployment insurance and how it affects you.