When someone voluntarily quits your business, an investigation is conducted to ascertain the reason the claimant quit. If it is determined that the claimant had a good workrelated reason to quit, you are liable for benefit charges. Listed below are examples of the information we require in order to adjudicate voluntary quit issues: A. Claimant voluntarily quit due to working conditions:
- Were there any changes in the working conditions agreed upon at the time of hire? If so, please explain.
- Were the changes permanent or temporary? And if temporary, for what period of time?
- Did the changed working conditions affect other employees? If yes, please explain.
- What affects did the changes have upon the claimant’s production?
- What action did management take toward resolving the problem?
B. Claimant voluntarily quit due to a medical condition:
- Did the claimant provide a medical statement showing the necessity for leaving work?
- Did this condition result in a physical disability?
- Was the illness or injury workrelated? If yes, is the claimant receiving any type of Worker’s Compensation?
- Did the claimant reapply for usual duties after being released by his doctor to return to work?
- Did you offer the claimant work that he could perform if he had light duty restrictions? NOTE: Pregnancy is considered an illness under Employment Security Law.
C. Claimant voluntarily quit in lieu of discharge:
- Was the claimant given a quit or be discharged ultimatum? NOTE: When someone voluntarily quits in lieu of being discharged, it is treated as if the claimant actually was discharged.
- Give the details of the final incident that caused the discharge.
- What specific rule, policy, or common labor practice did the claimant violate?
- Was the claimant aware of these rules?
- How was the claimant made aware of these rules?
- Were there any prior incidents or warnings? Please provide a copy of the warnings or a detailed account of prior incidents.
- Were any actions taken to correct the situation before the discharge?
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