At each claim for benefits, the applicant must explain the reason for the unemployment of his last employer. A “Notice to Employer” (UB-110) (see example UB-110/105 KB PDF) is sent to the applicant`s last employer requesting verification of the reason for unemployment. This decision shall state the reasons for the unemployment seeker and the last working day. It gives the employer the opportunity to respond to this information and to provide additional relevant information and documents. A common federal and state unemployment insurance system provides compensation to employees who feel temporarily unemployed through no fault of their own. This system of benefits for those who are unemployed but are otherwise able and able to work should not be confused with the workers` compensation system that exists in Arizona and other states to compensate people who have been injured on the job. Other eligibility requirementsThe applicant must not only be involuntarily unemployed, but must also meet several other conditions before receiving unemployment benefits. Applicant: As in most states, Arizona legislatures have established general guidelines for entitlement to unemployment benefits. See Arizona Revised Statutes (ARS) Title 23, chap. II.
4. The specific rules for eligibility and processing of benefit claims are more detailed in the Arizona Administrative Code. See Arizona Administrative Code (AAC) Title 6, Chap. II. 3. In Arizona, an employee must first apply for benefits; The Department of Employment Security will notify the employer(s) that a claim has been made. ARS §23-772, AAFC §R6-3-1803. The ministry then reviews the application and determines whether the employee is entitled to unemployment benefits. ARS §23-773, AAFC §R6-3-1803. The Arizona Digest (Main Floor, Arizona Collection) provides another useful tool for finding cases that have been decided regarding unemployment insurance benefits. Abstracts are the main way to find case law on a particular topic. Abstracts are sorted alphabetically by topic name.
In each topic, special “key figures” are assigned for each subfield of the topic. Among these key figures, cases dealing with this sub-topic are summarized or “digested” and a citation is given on the case. Unemployment insurance cases are summarized under the theme of the “Unemployment Benefits” Compendium (see 23A of the Arizona Digest). The Law Library is also subscribed to CCH IntelliConnect, an online service that includes a specialized flip-leaf service, the CCH Unemployment Insurance Reporter. Despite its title, only half deals with unemployment insurance (the first half of social security). This source summarizes federal and state laws on unemployment benefits, as well as summaries of court and administrative decisions. To access this service, go to the legal library`s main database page, select CCH IntelliConnect, and then scroll down to select Unemployment/Social Security. The Arizona Bar publishes the Arizona Employment Law Handbook, which includes a discussion of Arizona`s Unemployment Act in Chapter 9, Section 9.3 (available in print in Law Reserve and Arizona Reference KFA2731. A6 A7] and on LexisAdvance).
The U.S. Department of Labor`s Unemployment Insurance provides links to detailed discussions on topics such as the history and context of the Unemployment Insurance Act, benefits for former military personnel, and extended benefits. Other pages of interest on the U.S. Department of Labor website include: Benefits are calculated using a complicated formula that takes into account a percentage of an employee`s income during a defined “base period” of the ARS § 23-779. In general, benefits cannot be awarded or garnished to settle debts, ARS § 23-783, with the exception of child support obligations. ARS §23-789. To continue receiving benefits, the applicant must remain fit and able to work. ARS §23-771, AAC §§R6-3-5205 to R6-3-52510. Those who are otherwise eligible for unemployment benefits may have their benefits reduced if they also receive certain types of pension payments. ARS §23-791, AAFC §R6-3-1808. In the past, if an employee received unemployment benefits to which he or she was not entitled, the department may withhold ongoing benefits to compensate for the overpayment. ARS §23-787, AAFC §R6-3-1813.
The following table shows the most common types of unemployment benefit provisions that affect the employee`s entitlement to benefits and the employer`s obligation to pay fees for those benefits: Arizona Department of Economic Security Employment Security Administration. This is the main page of unemployment insurance; It contains elements that are of interest to both employers and employees. Separate pages on the Job Security Administration website that contain useful information about unemployment insurance include: This guide provides general information about federal and state unemployment laws. This is not an exhaustive discussion of the field of law. It is not intended to replace the lawyer`s opinion. We recommend that you seek advice from a lawyer who can advise you specifically for your situation and location. *By law, the fee waiver does not apply to reimbursement employers, i.e. employers who have opted for the reimbursement payment option. (Arizona Revised Statutes § 23-750(B)(4) and Arizona Administrative Code § R6-3-1717(A)) **Applies only to separations that occur on or after July 29, 2010. On the other hand, if an employee leaves a job and believes that he or she should be entitled to benefits, he or she must provide evidence to prove that he or she had no choice but to terminate the employment relationship. Common types of unemployment benefits Do I need a lawyer? Unsure of the type of help you need, let AzCourtHelp guide you. You may not need a lawyer after all.
For more information, see — AzCourtHelp.org. After determining that the claimant qualifies in monetary terms, several other important factors determine whether benefit payments are made: If you receive a “Notice to Employer” (UB-110) indicating that you are the last employer, you must complete and return the notice within 10 business days if one of the following conditions applies: Keep accurate records of the Co-worker`s employment contracts and performance.