Unemployment

Straight talk HR solutions HR consultant Texas can assist you and guidance or completing the unemployment paperwork for you and or sitting in the unemployment hearings with you if necessary. We are here to meet you where you are and help you better understand what is required of you when an employee separated from your business and the employee decides to file unemployment. Here at straight talk HR solutions we will try to do everything possible to help you. I would recommend that you loop in before the unemployment hearing because the main reason unemployment hearing cases are one is because a business they also have documentation in place. I will refer to the termination tab and review that section. You can also refer to the documentation section where I guide you on the importance of documentation prior to any termination. 

I would strongly recommend that you call us and it would be worth the Car In the cost would be minimal to what you may have to pay in termination benefits for unemployment or EEOC charges or a lawsuit. 

You may ask any employee really home benefits, even though they have not been with you very long than the answer is yes they can

When you’re employee leaves separate from your business, they can file for unemployment at any time whether they work for you for one day or one year it does not matter they can apply for unemployment. It does not automatically mean they get unemployment, but it does mean that they are eligible to apply for unemployment benefits  you will have to go to the unemployment process when an employee separates from your business and file for unemployment benefits. Regardless of the length of time they have worked for you every file for unemployment claim you will have to follow the steps of the unemployment process.  You will be sent documentation of the employee files and a documentation will be required for you to fill out within so many dates if you do not fill out the documentation, the employee may automatically get unemployment benefits, so it is in your best interest to go ahead and file and respond to the unemployment questions that they have for you as their boss as their employer. 

The first step of the employment process is the employee would file for unemployment benefits with the state. The state would intern and send you a letter asking for additional information regarding the employee that worked for you. They were asking you for their name they were asking you for time they were there and they were asking for the violation that happened in the details that go along with it. This is where you want to make sure you have your policies and procedures in place so you can reference that they clearly violated the policy or procedure if you do not have policies and procedures in place it would be a great time to contact straight talk HR solutions to create an implement your policies and procedures for your business. 

In addition, if you have terminated the employee, then they will ask you for your documentation regarding the discipline process where you coach them and you taught to them if you do not have any of this documentation in place then you may very well lose the unemployment and maybe in to pay unemployment benefits to the employee.

​Many times unemployment benefits can be disputed for first and foremost you must have your policies and procedures in place you have you must have your documentation in place and you must have other paperwork that supports a termination  

It does sound like a lot, but when you get your policies and procedures in place, it applies to our future employees when you get your discipline process in place then it apply to our future employees however discipline is tricky per individual, but you will have your structure down and that is the most important thing. 

There will be times that you have to pay unemployment benefits but it shouldn’t be because you did not communicate because you did not document and because you didn’t have the appropriate policies and procedures in place. 

Straight talk HR solutions offer a free 15 minute HR risk assessment so call today to schedule!

Many times unemployment benefits can be disputed for first and foremost you must have your policies and procedures in place

You are legally required to pay these taxes if your business meets either of the following standard Department of Labor thresholds: The Wage Test: You pay $1,500 or more in total wages to employees during any calendar quarter.

  • The Employee Test: You employ at least one worker for some part of a day in 20 or more different weeks during the year. 

 

Do you know Respond to Employee Claims Immediately?

When a former employee files a claim, you do not pay them directly, but you must act fast to protect your tax rate. 

  • 10 to 14 Days: You generally have this many days to respond to a state claim notice.
  • Verify Separation: You must confirm if the employee was laid off, quit, or fired for cause.
  • Missed Deadlines: Failing to respond on time results in the state automatically approving the claim, which will raise your future tax rate. 

We can help review your documentation, we can prepare the unemployment hearing documentation, we can prep you for the unemployment hearing and can participate if needed.  Let us help you keep your unemployment rate down and save hidden costs so your future tax rate won’t be used.  

So if you have one employee that you pay over $1500 to an employee in a quarter time frame then you are obligated to pay unemployment taxes.  If at any time, you have an employee that leaves your company/business then they are eligible to file for unemployment benefits which may increase your unemployment tax rate.

These are hidden costs that you may be paying and this is where we can help you to ensure you have your documentation in order before you separate an employee for any reason, ensure you have your documentation in place.  

Give us a call today at Straight Talk HR Solutions Best Consultant Texas has to offer.