What documents are required for disputing an employee’s unemployment claim?
When a former employee files a claim for unemployment benefits that they may not be entitled to, it’s often up to their former employer to contest that claim. That said, there aren’t any defined documents that an employer has to preemptively prepare to contest a claim. The ex-employee will file their claim with their state’s […]
When a former employee files a claim for unemployment benefits that they may not be entitled to, it’s often up to their former employer to contest that claim. That said, there aren’t any defined documents that an employer has to preemptively prepare to contest a claim.
The ex-employee will file their claim with their state’s unemployment office causing a Notice of Unemployment Insurance Claim Filed to be sent to the employer. After receiving the notice, the employer may contest the claim. The first step the employer should take is to honestly and carefully respond to the claim. Be sure to thoroughly fill out the separation and wage information sections.
The reason for termination of the employee is the biggest factor involved with unemployment benefits from the employer’s side. Therefore, any evidence and documentation regarding the reasons for the ex-employee’s dismissal can be useful.
Consider
When contesting unemployment claims, it’s important to be sure that the former employee is ineligible. The most obvious reason to deny unemployment benefits is when a former employee was terminated for performance-related issues, policy violations, or misconduct.
Be Timely
Beyond evidence to support one’s claim, the other determining factor in unemployment disputes is timeliness.
In Pennsylvania, for example, claimants and employers can only file an appeal within 15 calendar days of the mailing date of the determination. If you’re anticipating an unemployment claim that you’ll want to appeal, be sure to keep your eyes on the mail and appeal as soon as possible.
Conclusion
When disputing an unemployment claim, employers should provide documentation that shows why a former employee was terminated, and be prepared to act swiftly.
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