Managing Unemployment By Managing Employment
cannot believe she filed unemployment is by managing
for unemployment! She employees.
didn’t show up to work for
3 days and then has the nerve to In the State of Arizona anyone
try to get ME for unemployment!" can file for unemployment.
This is feedback Arizona PEOs Whether a claim is accepted or
commonly heard from employers not denied almost always hinges on
using professional HR consulting how well the employee was
services. managed. Employment relationships
are terminated for any number of
Most Arizona employers, reasons; employees moving,
particularly those with a high needing more money, discharge for
turnover, are painfully familiar poor performance, bad fit on
with the blue and white envelope either side, lay off… the list
sent out by the Arizona goes on. When it comes to
Department of Economic Security managing unemployment claims, it
(DES). That blue and white is best to begin by managing the
envelope contains a notice that a employment relationship at the
former employee has filed for beginning. Once that blue and
unemployment insurance. Another white envelope arrives it is too
painfully familiar part of the late.
process is the disbelief that
managers feel when they are Begin the employment relationship
notified that an employee who by clearly outlining what is
quit had the nerve to file for expected of the new employee. Do
unemployment. How can managers not assume that the employee will
effectively fight the increasing absorb all that is expected
number of claims and protect simply by being trained on the
their company’s experience tasks of the new position.
rating? The best way to manage Arizona employee handbooks and
detailed job descriptions are identified, a manager must 1)
essential tools for employee confront the employee, 2) outline
management. These should be the infraction, 3) explain the
reviewed on the employee’s first desired behavior, and 4) document
day of work directly after new the interaction. Be sure to have
hire paperwork (tax forms, I-9, the employee sign off on all
confidentiality agreement, etc.) written documentation.
is completed. A review of company Consistently following these 4
policies on attendance, overtime, steps of employee management is
appearance standards, harassment, essential when appealing
computer and phone usage, etc. unemployment claims. If a DES
must be clearly explained if the claims adjustor determines that
employee is to be held your former employee was unaware
accountable. As for the of a company policy or had no
responsibilities pertaining to idea that he was doing something
the position, these should be wrong, his claim will be
presented in writing to ensure accepted.
that both parties understand each
other. If your company is Ultimately the Department of
operating without an employee Economic Security is trying to
handbook, employing an Arizona determine why the employment
Human Resources outsourcing firm relationship ended and whether
should be given strong the employee deserves to receive
consideration. an unemployment benefit. If an
employee voluntarily quit her
Now that the new employee has position it is up to the manager
been given the ‘rules’ of to convince DES that the employee
employment, it will be easy for a was not acting in the company’s
manager to identify any best interest, and more
noncompliance. Once an issue is importantly, that she was aware
of it. The back side of the of written warnings to DES will
Arizona Notice to Employer sheet provide plenty of material for
(the one that arrives in the blue consideration.
and white envelope) provides a
blank area for managers to enter When employers have not warned
separation information. If an employees or made them aware of
employee did not give notice of the expectations of their
resignation – mention it. If an positions, employees who file for
employee did not report to a unemployment, no matter how
scheduled shift – mention it. If unfair it seems, will very often
attendance had been an issue with be awarded unemployment benefits.
the employee – mention it. For example, if an employee has
an attendance problem and is
For a manager who has never warned that attendance must
consistently followed the 4 steps improve, DES may view the time
above, fighting the claim of a away from work as management
discharged employee will be easy. approved. Addressing employee
Detail warnings both verbal and issues by documenting and
written. If the employee was communicating them is essential
warned more than twice, use the to fighting unemployment claims.
exact words, “more than twice.”
If the employee was on his last Fighting unemployment claims does
warning, state that the employee not have to be painful. Arizona
knew that his job was in PEO companies recommend fighting
jeopardy. If there was a final claims with documentation and
incident, something that protecting your unemployment
ultimately lead to the employee’s experience rating with effective
termination, recount the employee management. Practicing
situation and who terminated the consistent employee management,
employee. Finally, sending copies particularly as it relates to
documenting employee issues, blue and white envelope.
relieves the sting of that little
About the Author:
By Meredith Meek for http://www.nationalpeo.com/ - National PEO provides HR services to hundreds of companies including Arizona PEO: http://www.nationalpeo.com/ services. Please link to this site when using this article.
Read more articles by: Meredith Meek
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