Receiving Unemployment After Quitting to Accept Another Job
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Quitting one job to accept another may often lead to a denial of unemployment benefits, especially if you do not know the rules.
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Pandemic Unemployment Waivers
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While Ohio may waivers of PUA over-payments in circumstances where it is shown that the overpayments are through no fault of the claimants and that to require repayment would create an undue financial burden, applying for a waiver is no substitute for appealing the determination that originally put the overpayment in place.
Read MoreResigning Due to Medical Issues?
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When applying for Ohio unemployment benefits, this can be just cause to resign, but generally the employee must both prove the medical condition prevents them from working that job AND take steps to try to resolve the issue with the employer (e.g., asking about alternative positions) before resigning.
Read MoreCan You Refuse An Offer to Return to Work When You Are High Risk and Not Lose Your Unemployment?
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Ohio Unemployment will generally disqualify an individual from benefits if they refuse an offer to return to work. Many people have concerns about returning to work during COVID-19, but they do not want to lose their unemployment benefits. Governor Dewine provided some relief for such high risk individuals.
Read MoreOhio Pandemic Unemployment Assistance (PUA)
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Important Updates to Ohio Unemployment During COVID-19 / Coronavirus
Read MoreOhio Unemployment During Our Time of Coronavirus (COVID-19)
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If your employer temporarily closes, or significantly cuts your hours and pay, you might become eligible for unemployment compensation. This should be treated as any other layoff due to a lack of work. As of today, you must have sufficient qualifying weeks of employment (i.e., 20 weeks during your base period with average gross earnings of $269 or more per week).
Read MoreReceiving Unemployment After a Resignation Due to a Transfer of a Military Spouse
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If an individual’s spouse is (a) member of the armed forces of the United States who is on active duty or a member of the commissioned corps of the national oceanic and atmospheric administration or public health service; and (b) that spouse is subject to a transfer; the individual may qualify if they quit their job to move with their military spouse.
Read MoreIndependent Contractor or Employee?
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How to determinate if you are an independent contractor or employee?
Read MoreSuccessful Month for Our Unemployment Clients
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Successful month for our unemployment clients
Read MoreAbsent a Policy or Prior Warnings, Termination for Using Work Computers for Personal Use Lacks Just Cause - Unemployment News - 9/28/2016
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At an employer that lacked a policy prohibiting use of its computers for personal use, who gave mixed signals regarding such use, and in the absence of prior reprimand or warning, an employee who makes use of the computers for personal use during work hours “did not exhibit sufficient fault to provide just cause for discharge for purposes of unemployment benefits.”
Read MoreEmployers and Unemployment Hearing Officers May Not Deny Benefits for Reasons Outside Those Given At the Time of Termination - Unemployment News- 7/27/2016
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The 11th District affirms that the Unemployment Compensation Review Commission and its hearing officers are "not permitted to reference a reason for the claimant's discharge other than the reason stated by the employer."
Read MoreEmployers Must Show Reliable, Substantial and Probative Evidence of Their Case - Unemployment News - 7/25/2016
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The 8th District holds that the CMHA lacked sufficient evidence to terminate an employee with just cause for taking an application envelope out of an office, when it could not should which envelope the employee took out of the office.
Read MoreUnemployment After Termination for Poor Performance
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Employees will be ineligible for unemployment compensation when terminated for poor performance and the employer shows: (1) the employee does not perform required work; (2) the employer made its expectations known at the time of hire; (3) those expectations are reasonable; and (4) the requirements of the job have not changed since the date of hire.
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