Unemployment Tip: Voluntary Quit for Medical Reasons

Unemployment Tip: Voluntary Quit for Medical Reasons

DecisionHR’s unemployment vendor, Employers Edge, has laid out some detailed information regarding voluntary employee quit for medical reasons. Read on to learn about the ins and outs of medical quits.

Health and medical reasons account for a significant number of voluntary separations from employment. Most states consider certain medical reasons to be “good cause” for quitting employment, and a claimant may be entitled to benefits if they quit under these circumstances. In addition, while usually related to the health of the employee themselves, medical reasons resulting in a quit for “good cause” can also be related to the health condition of a spouse or dependent child (in certain states).

As with all unemployment regulations, the specific rules vary by state. However, below is a list of the most common issues states will consider for medical quits:

If the employer requires it in their written policies, the worker should inform the employer of the adverse health condition preventing them from performing their job.
The medical reason should be substantiated by a written notice from a medical doctor. The notice should specifically state whether work is disallowed, or if work can be performed with specific restrictions, and for how long those restrictions apply.
The worker generally must give the employer the opportunity to make reasonable accommodations to meet the restrictions specified by the doctor. If work is disallowed for a certain period, most states will ask if a medical leave was available and, if so, if the worker requested one prior to quitting.

If any of these conditions were not met, there may be good grounds for protesting this type of claim as these are the most common criteria that must be met in order for the quit to be considered for good cause. For that reason, it is very important that you provide answers to each of the questions asked by your Claims Specialist with regard to the circumstances involved in a quit for health or medical reasons. They will help you determine if the state is likely to grant or deny benefits to the claimant based on the above criteria.

If all of the above conditions were met by the claimant, they will likely be considered eligible to collect unemployment. However, some states will still grant relief of charges to the employer.

The following states have provisions in their laws to allow for relief of charges to the employer when a claimant quits for legitimate health or medical reasons:


*Note: These provisions do not apply to reimbursing employers

In the states that do not allow for relief of charges to the employer in the case of a medical quit, there still may be reason to protest the unemployment claim. All claimants filing for unemployment must meet multiple eligibility criteria before they can actually collect benefits. In the case of voluntary quits for health or medical reasons, the claimant must first be found to have quit for substantiated good cause. Next, they must demonstrate that they are able, available and actively seeking work. This second criteria is where many employers may still get (at least partial) relief of charges in the states not listed above.

In many cases, if a former employee quits because their health or medical condition prevented them from being able to perform their job, they will likely not be able to accept or perform other work either. When that is the case, they are not meeting all of the state’s requirements in order to collect unemployment benefits, and they will be denied benefits until they are able to meet all of those requirements. Your Claims Specialist will help you determine whether this is a likely scenario on a case by case basis.

Remember the guidelines listed above represent the most common considerations with regard to voluntary quits for health or medial reasons. However, each state has its own specific guidelines for determining both claimant eligibility and employer chargeability on these types of claims.

If you have any questions, please call DecisionHR at 1-888-828-5511 and ask to speak with your assigned Human Resources Business Partner.


Wrapping up 2017 – Updates and Reminders

Wrapping up 2017 – Updates and Reminders

It’s been a wonderful year here at DecisionHR and we want to make sure you have all the information you need to close out the year efficiently and smoothly.

We’re here to provide a quick checklist for you that details all the activities and dates you should be aware of as we wrap up 2017.

W-2 Forms

It’s critical that your information on file with DecisionHR is accurate to assist in being compliant with W-2 preparations. We appreciate your cooperation with this important matter. Please have all updates to us no later than January 3, 2018. The deadline for both paper and electronic W-2’s is Wednesday, January 31, 2018. Please also communicate to your employees that their address on file with DecisionHR is correct.

ACA 2017 reporting mandates still apply!

ACA reporting season is fast approaching, and the IRS has confirmed that employer mandates still apply. At DecisionHR we strive to empower our clients with industry-leading benefit resources. If you would like DecisionHR to handle the 1095-C / 1094-C reporting on your behalf, please contact your assigned Human Resources Business Partner at 888-828-5511. You can also take advantage of sign-up discounts offered by DecisionHR through November 30th. As always, we are grateful for your business and remain steadfast in our commitment to deliver exceptional, dependable service.

Minimum Wage Rates by State

For your reference, this compliance overview provides a list of minimum wage rates by state or jurisdiction.

Federal Court Strikes Down 2016 Overtime Rule

On August 31, 2017 a federal judge has struck down a final rule that would have increased the salary threshold for the “white collar overtime exemptions” to $47,476 per year. The rule was issued in 2016 but was never implemented because a preliminary injunction was ordered against it.

Unemployment Claims & Section 252

As of September of 2017, most states are regularly enforcing the chargeability to employers when the employer is deemed to cause the overpayment. As a reminder, this occurs when an employer provides little or no information at the initial claim level which results in a loss, but then appeals to an unemployment hearing and gives sufficient information to result in a win.

If you have any questions concerning any of these updates or reminders, please contact your DecisionHR Human Resources Business Partner at 1-888-828-5511.