# Industrial U.I. Services > Corporate unemployment insurance cost control and HR support services for employers across all 50 states, in business since 1968. Website: https://www.industrialui.com --- ## [Home](https://www.industrialui.com/) Industrial U.I. Services helps companies find the right solution for their unemployment insurance and HR needs. Whether your unemployment insurance costs keep rising or you're unsure if your employee handbook is compliant, the team at Industrial U.I. Services has the expertise to create a custom solution for your company. As a legacy business, our clients are more than just a number to us. We ensure you'll get the best service to protect the reputation we've built over 50 years. Over time, we've developed close relationships with the states we work in, so they trust us and work with us for timely and efficient claim processing. **Key Services:** - Effective Claims Control - Hearings and Appeals - Tax Consulting Services - Unemployment Insurance Audit - Consulting - Employee Handbook & Policy Development - Compliance Support - Trainings **Why Choose IUI:** - Continued Expanded Services: As the unemployment insurance world changes, your company policies need to change too. Along with our unemployment insurance tax specialists, we offer HR services to keep you up to date. - 24/7 Access: You should know the status of your unemployment insurance activity at all times, which is why we offer a portal to give you that critical information and customized reporting for your teams. --- ## [Why Industrial U.I.](https://www.industrialui.com/why-industrial-u-i/) Industrial U.I. Services has been handling unemployment insurance for companies since 1968. Efficiency is money, and no one knows this better than us. We work with all types of businesses and organizations, in all 50 states. - **Stop Wondering. Start Working.** When you work with our corporate unemployment and HR experts, you have the support you need to provide an up-to-date, accurate handbook and manage all the policies for out-of-state employees. We tell you exactly what you need, offer the trainings your employees need for compliance, and more. - **Decades of Experience.** We've been processing unemployment claims for over 50 years, so we know exactly where to find the information we need, respond quickly, and keep your company efficient. - **Fast, Personal Service.** Yes, we answer the phone when you call, we respond to your questions within 24 hours, and we know where to find the answers to your questions. We become a true extension of your HR team. - **Eliminate the Paperwork.** Processing unemployment claims comes with specific timelines and documentation requirements. We've been managing the process for decades, so we have eliminated most of the physical paperwork. We respond to claims quickly and manage any additional information the state may require. - **Ensure Accurate Tax Payments.** You don't want to pay more unemployment taxes than necessary, and you don't want your rating to get too high. You can trust the experts at Industrial U.I. to advise you on the best practices for your type of business. --- ## [Unemployment Insurance Services](https://www.industrialui.com/services/unemployment-insurance-audit/) Industrial U.I. offers a comprehensive suite of unemployment insurance services designed to accurately and quickly respond to claims to keep costs low. **Services include:** - Effective Claims Control - Hearings and Appeals - Tax Consulting Services - Unemployment Insurance Audit - Consulting --- ## [Effective Claims Control](https://www.industrialui.com/services/effective-ui-claims-control/) The unemployment insurance (UI) process is complex, but Industrial U.I. makes it efficient and effective with helpful tools and clear communication. When a claim is filed, Industrial U.I. receives all state documents and responds to the state department of labor in a timely and accurate manner. Every client is given a unique username and secure password into Industrial U.I.'s web portal — a window into the proprietary database. From that point on, clients can access the portal 24/7 to view reports providing useful information about who has filed claims and who has collected benefits. Industrial U.I. takes a two-pronged approach: the "proactive" step is timely protesting the initial claim with all necessary documents, and the "reactive" step is monitoring the charges and challenging those collecting erroneously. Each state may make mistakes by charging the incorrect employers or by charging too many weeks of benefits. By constantly monitoring benefit charges, Industrial U.I. is able to recoup that money. --- ## [Hearings and Appeals](https://www.industrialui.com/services/unemployment-hearings-and-appeals/) Industrial U.I. represents its clients at all unemployment hearings, but it is essential that clients participate in unemployment hearings. When participating in hearings related to a termination of employment, the burden of proof is on the employer to prove the "final incident that led to termination" together with all other facts leading to the decision to discharge. Industrial U.I. representatives will prepare the appropriate witnesses from the employer who have first-hand knowledge of the events that led to an employee's termination. A representative from Industrial U.I. will also attend the unemployment hearings to assure that all appropriate evidence is introduced and that the claimant is properly cross-examined. After a hearing, a decision is issued and the adverse party has an opportunity to appeal. An appeal is a written statement further arguing the facts of the case. It is important that all information pertaining to the claim be presented at the hearing, as new evidence cannot be used at the appeal level that was not brought up at the hearing. The testimony and arguments brought up during the proceeding are reviewed and expanded upon, using precedent cases to bolster the employer's position when needed. --- ## [Tax Consulting Services](https://www.industrialui.com/services/tax-consulting-services/) There are two different ways employers can pay their unemployment insurance expenses. For-profit businesses have to pay a UI tax while not-for-profits have the option of either paying the UI tax or electing to become a "benefit reimbursed employer." Industrial U.I.'s tax consulting services will review the options with clients to determine the best method for them. Since an employer in most states can change the election annually, it is necessary to review the matter periodically. **Benefit-reimbursement method:** A not-for-profit that elects to become a benefit-reimbursed employer pays the state at the end of each quarter in the exact amount paid out in unemployment insurance benefits for that quarter. No additional taxes or costs typically occur. Any not-for-profit with more than 20 employees should consider being benefit-reimbursed. **Tax-rated method:** Every state has a different formula for calculating an employer's tax rate as well as a different amount of remuneration subject to the tax (called taxable wage limit). Most states will examine how well the company has handled its UI costs over the past several years and then raise or lower the unemployment insurance tax accordingly. The law in many states allows companies to make a voluntary contribution to lower its UI tax percentage and save money each year. Industrial U.I. does an analysis of each employer's tax-rate account to see if a voluntary contribution would be beneficial. Most states also allow companies to create joint accounts by combining just the UI accounts of businesses with either common ownership or similar industries. The employer needs to understand that risk before creating a joint account. It is crucial that an employer understand UI implications prior to any merger or acquisition. When a company takes over all or some of the employees during an acquisition, an unemployment event naturally occurs. A transfer of experience is created and most states will combine the unemployment insurance accounts of the successor and predecessor. Both companies need to advise the state of that transaction. If the successor doesn't advise the state of the transfer of experience and instead creates a new company to employ these transferred employees, the state will subject the employer to back taxes owed along with interest. --- ## [Unemployment Insurance Audit](https://www.industrialui.com/services/unemployment-insurance-audit/) The first thing that Industrial U.I. does when it begins working with a new client is an unemployment insurance audit on the client's current charges, tax-structure, policies and practices. Having been in business since 1968, Industrial U.I. is uniquely positioned to leverage that experience to help its clients develop a best practices approach to contesting UI claims. Once Industrial U.I. determines that the people collecting benefits are either correctly doing so or the time period to protest has elapsed, and that the policies and procedures are sound, the next phase of the unemployment insurance audit begins: a constant audit of the account to ensure that only qualified claimants collect benefits. Each state has its own time frame for sending Notices of Benefit Charges, ranging from weekly (Wisconsin or NJ) to annually (California). By thoroughly reviewing these Notices, Industrial U.I. can ensure only qualified claimants are collecting and that nobody has "slipped through the cracks." Every client is given a unique username and secure password into Industrial U.I.'s web portal, which is a window into the proprietary database, accessible 24/7. --- ## [Consulting](https://www.industrialui.com/services/consulting/) Unemployment Insurance is much more than just responding to claims. Industrial U.I. consultants advise on anything from disciplinary actions to taxes and more. Industrial U.I. Services started in 1968 and now represents hundreds of employers throughout the country. As third-party administrators, each client of Industrial U.I. is assigned an individual account representative who will get to know the company and the primary contacts. That representative is a trained professional who can deal with the client's needs on a daily basis. Industrial U.I.'s principals have over 50 years of combined experience in this field and are available to all clients. --- ## [HR Support Services](https://www.industrialui.com/hr-services/hr-support-services-from-iui/) Industrial U.I. offers a full suite of HR support services to keep employers compliant and their employees well-informed: - **Employee Handbook & Policy Development:** Work with our HR experts to make sure your company is protected and your employees are well-informed. - **Compliance Support:** From FMLA to audits and terminations, IUI has the specialists to keep you in compliance year after year. - **Trainings:** Gain access to a wide range of trainings in everything from management best practices, FMLA, anti-harassment, and others. Additional services include workplace investigations, ongoing updates, documentation checklists, and anything else you need to support your business. --- ## [Employee Handbook & Policy Development](https://www.industrialui.com/hr-services/hr-support-services-from-iui/employee-handbook-policy-development/) Work with our HR experts to make sure your company is protected and your employees are well-informed. IUI's HR specialists develop or update employee handbooks to reflect current state and federal labor laws, covering topics from leave policies and disciplinary procedures to harassment and compliance requirements. --- ## [Compliance Support](https://www.industrialui.com/hr-services/hr-support-services-from-iui/compliance/) From FMLA to audits and terminations, IUI has the specialists to keep you in compliance year after year. Our compliance support services cover the full range of employment law requirements to ensure your company is protected and operating within the law. --- ## [Trainings from IUI](https://www.industrialui.com/hr-services/trainings/) Gain access to a wide range of trainings in everything from management best practices, FMLA, anti-harassment, and others. IUI's training programs are recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities. Available training programs include: - Documenting Employee Corrective Discipline - Preventing Harassment in the Workplace - FMLA - Hiring and Interviewing Successfully - Diversity & Inclusion - Anti-Harassment Training - Management Training --- ## [Anti-Harassment Training](https://www.industrialui.com/hr-services/trainings/anti-harassment-training/) Depending on the location and size of your company, you may be required to offer Anti-Harassment Training. These trainings not only discourage inappropriate behavior in the workplace but also clearly define best practices within the workplace. Effective trainings identify unacceptable behavior and specify the steps to address it. Your employees want to feel safe at their workplace and confident that you'll address their complaints. After your annual anti-harassment training, employees should understand the process while feeling protected and reassured their claims will be taken seriously. Trainings from IUI take place on-site or virtually, depending on your location and needs. Not only do we handle the training, but we also give you the necessary documentation to keep your company in compliance. **What is included:** - Anti-Harassment Training virtually or in person where possible - Supervisor training, in addition to the annual company-wide training - Programs available based on state requirements - Industry-specific training relevant to your business - Local laws and protections for harassment victims - Resources for harassment victims, including helpline numbers - How to report when you are a witness to harassment - Process for filing complaints and company procedures for resolution - Guidance on anti-harassment policies and handbook requirements --- ## [Management Training Program](https://www.industrialui.com/services/management-training-program/) Each state has different training requirements, but IUI management trainings are developed to meet the management challenges at your company specifically. Our customized packages offer the courses necessary to meet state requirements while preparing your managers for interviewing, hiring, termination, and more. Our management courses on anti-harassment feature different modules for managers compared to general employees, so they know their specific role in a situation. In the Diversity & Inclusion training, managers learn how to avoid stereotypes in their work while opening the minds of their teammates and reducing biases. **Available courses:** **Documenting Employee Corrective Discipline** (also included in the UI package) - What is Unemployment Insurance? What does it cost the employer? - Types of separations - Why written warnings are so important - Elements of misconduct **Preventing Harassment in the Workplace** - Definitions of Harassment - History - Role of Supervisor/Management - Policies **FMLA** - What is FMLA - Covered Employers - Employee eligibility - Employer/Employee responsibilities **Hiring and Interviewing Successfully** - What can and cannot be asked in today's workplace - Interviewing Skills - ADA/EEO Considerations - Hiring Strategies **Diversity & Inclusion** - Unconscious Bias & Sensitivity Training - Open minds and reduce biases - Avoid stereotypes in your own work --- ## [Employment Verification Services](https://www.industrialui.com/services/verification-of-employment/) Does your HR team keep getting distracted by creditors calling for employment verification, or extensive unemployment claims that may or may not be fraudulent? By working with Industrial U.I. and our partner, Verification Professional, you know your team is talking to a verified institution (not a scammer) and your employee data is secure. **For the Employer:** - Connect your payroll data to the Verification Professional Platform to ensure your data and employees' data are secure and compliant. - Send Creditors to the 24/7 verification line: Add our phone number to your call tree, and creditors and any other verifiers will skip your office and go straight to us. - Keep HR Processes Efficient: A third party focused solely on verification works faster and keeps you on task. **For the Employee:** Working with Industrial U.I. and Verification Professional, employees can get their income and employment verified quickly and efficiently, even on the weekends. **Why Outsource:** - **Detect Fraud:** Unemployment fraud is rampant, with scammers using stolen Social Security numbers to claim benefits. Our patent-pending technology alerts employees when someone has used their SSN, enabling them to notify the appropriate bureaus for investigation. - **Keep Your Data Secure:** Payroll data is safe on the Verification Professional private data center. - **Access Data 24/7:** Creditors can request verification at any time, ensuring processes continue to move forward. --- ## [Unemployment Insurance FAQs](https://www.industrialui.com/faq/) **What kind of company is Industrial U.I.?** Industrial U.I., third-party administrators specializing in unemployment insurance cost control, started business in 1968 and now represents hundreds of employers throughout the country. Clients range from home health care providers, financial institutions, manufacturing companies, and temporary employment agencies, along with non-profit organizations like hospitals, nursing homes, school districts, governmental agencies, and museums. **What services are offered by Industrial U.I.?** Industrial U.I. believes that the only way to properly control unemployment costs is to manage the process at every level. Industrial U.I. gets involved with the UI claim at its inception, representing its clients before state departments of labor and at unemployment hearings in most states. The company also conducts comprehensive training sessions to inform management on the UI process. Industrial U.I. also consults on its clients' unemployment tax rate to validate it is correct and determine if a voluntary contribution would be beneficial. **How does Industrial U.I. communicate with its clients?** As third-party administrators, each client of Industrial U.I. is assigned an individual account representative who will get to know the company and the primary contacts. That representative is a trained professional who can deal with the client's needs on a daily basis. Timely reports are sent to clients who also have access to their records on Industrial U.I.'s confidential client website. **Once a claimant files for benefits, is there any way to stop that claimant from collecting against my account?** Assuming that the person is otherwise eligible to collect (no misconduct or the person did not quit without good cause), then you can offer that person a job for which they are reasonably suited through training and experience. If the person is not otherwise eligible, the employer needs to respond to the UI claim in a timely fashion and send as much supporting documentation as possible to the state agency. **When can an employee quit and collect UI benefits?** The answer differs from state to state. For example, in many states the quit must be "with good cause attributable to the work" while in others the quit must be "with good cause," meaning the good cause does not have to be work-related. Whichever definition the state maintains, the employee will have to prove a compelling reason to quit and that they took the steps a reasonably prudent person would take prior to resigning to protect their job. **What is misconduct?** Misconduct is a term that generally means "willful disregard for the employer's best interest" — in other words, "the person knew what they were doing was wrong, yet chose to do it anyway." Each state has a different working definition of employee wrongdoing, and has different penalties for claimants who are found guilty of it. The employer has the responsibility of proving misconduct. **What happens if I respond to a state inquiry in an untimely manner?** Most states provide a very short window to respond to a UI claim, usually around ten days from date of mailing or 48 hours from a phone inquiry. If an employer does not respond in a timely manner, the state may rule based only on what the claimant has asserted. If the employer subsequently responds and the claimant is eventually disqualified, the employer will not receive a credit for benefits paid out if the state determines those benefits would not have been paid had the employer responded timely. **How is an unemployment insurance tax rate calculated?** Each state does it differently. The basic formula is: Old balance in account (at end of prior fiscal year) plus contributions (tax rate times taxable payroll during year) minus benefit charges paid during year equals new balance in account (at end of current year) divided by average taxable payroll equals account percentage. The state applies the company's account percentage against the current year's tax chart to arrive at the current year's unemployment tax rate. **Can a person who is not capable of working collect UI benefits?** No. A person must be ready, willing, and able to work in order to collect UI benefits. Unemployment insurance is not to be confused with disability, worker's compensation, or welfare. It is intended for people who are in between jobs and were separated from their most recent jobs through no fault of their own. --- ## [Client Testimonials](https://www.industrialui.com/why-industrial-u-i/testimonials/) **Milly / Director, Human Resources** "In addition to IUI's unemployment insurance services, we want to thank you for partnering with us in updating our employee handbook. With all the changes in labor laws, the environment, a post-Covid workplace and other factors, we were seeking a consultant who would be able to provide us with guidance, support and, of course, a professional and friendly relationship. Thank you for doing all of the above and then some. Your knowledge of state and federal labor laws, and your experience in the Human Resources sphere gave us a solid product, one that will be shared with 500+ staff." **Susan / Sr. Regional Human Resources Manager** "The Industrial U.I. Staff is friendly, personable and knowledgeable. Each staff member treats you with undivided attention, like you are their top client. The Industrial U.I. Service is superior in their expertise of unemployment claims, hearings and the appeal process. They fight energetically for our company and have provided a high percentage of wins. I would certainly recommend Industrial U.I. Services; they have exceeded my expectations and go the extra mile in educating our staff in the unemployment process." **Peter / Corporate Director of Labor Relations for large health care organization** "I have been working with the staff at Industrial U.I. Services since 1985, while employed in Human Resources at several health care organizations. Although the staff members handling unemployment claims have changed over all these years, Industrial U.I. has consistently provided competent and professional services. Everyone at Industrial U.I. is well versed in the details of unemployment law, extremely prompt in answering questions, and a pleasure to deal with. They also produce positive results; Industrial U.I. has clearly saved the organizations I have worked for a great deal of money due to their successes in winning unemployment hearings." **Jody / HR – Employee and Labor Relations** "We are very happy with Industrial U.I.'s services. As a not-for-profit and reimbursable employer we are very focused on challenging and beating claims as often as possible. Since retaining Industrial U.I. as our vendor, the win rate for challenged claims has increased significantly, which in turn has decreased our unemployment claim expenses." --- ## [Contact IUI](https://www.industrialui.com/contact/) Industrial U.I. Services has been handling unemployment insurance for companies since 1968. We work with all types of businesses and organizations, in all 50 states. **Services offered:** - Effective Claims Control - Tax Rate Consulting - Hearing and Appeals - Management Training Programs - U.I. Audits - Consulting Phone: 845-634-4620 --- ## [Unemployment Updates Newsletter](https://www.industrialui.com/contact/e-newsletter/) While Industrial U.I. uses social media to send out brief updates, this information is fully explained in the e-Newsletter. Here, readers are informed of current unemployment insurance trends and news in a more comprehensive manner than is generally available on social media. The Industrial U.I. e-Newsletter contains articles written by knowledgeable staff providing up-to-date information regarding unemployment coverage. Unemployment law and procedures constantly change, so client awareness is essential in order to get the most favorable results. For example, legislation changes from time to time which can affect the benefit eligibility of particular claimants. Many states also continuously revise their unemployment hearing procedures, giving employers very little lead time before implementation. **Archived Newsletters available** from 2012 through 2022. --- ## [COVID-19 Unemployment Impact](https://www.industrialui.com/covid-19-unemployment-insurance/) A collection of articles from Industrial U.I. on how the COVID-19 pandemic affected unemployment insurance, including the CARES Act, American Rescue Plan Act, UI fraud during the pandemic, and state-by-state impacts. **Key articles:** - The American Rescue Plan Act / Unemployment Insurance - How the UI World Has Been Affected by the COVID-19 Pandemic - COVID-19's Impact On Unemployment Insurance - Coronavirus / Unemployment Insurance Fraud - The CARES ACT & Unemployment Insurance (multiple updates from 2020) --- ## [IUI Third-Party Administrators](https://www.industrialui.com/iui-third-party-administrators/) Industrial U.I. Services acts as third-party administrators (TPA) specializing in unemployment insurance cost control. As a TPA, Industrial U.I. receives all state documents, responds to the state on behalf of the employer, represents clients at hearings, and monitors benefit charges on an ongoing basis. Clients include home health care providers, financial institutions, manufacturing companies, temporary employment agencies, hospitals, nursing homes, school districts, governmental agencies, and museums — ranging from small businesses to large corporations, in all 50 states. --- ## [Media & Video Insights](https://www.industrialui.com/insights/media/) Industrial U.I. Services maintains a library of educational videos on unemployment insurance topics, including: - Consequences of UI mismanagement - Remote workforce UI considerations - Verification of Employment (VOE) steps - Employee Retention and Engagement - ERISA considerations - HR best practices - UI claims management - Workplace investigations --- ## [Insights Blog](https://www.industrialui.com/insights/blog/) Industrial U.I. Services publishes educational articles on unemployment insurance and HR topics. Categories include documentation best practices, employer mistakes, unemployment hearings, UI taxes, third-party administration, and HR compliance. --- ## [Case Studies](https://www.industrialui.com/why-industrial-u-i/case-studies/) A library of real-world unemployment insurance case studies demonstrating how IUI has helped clients navigate complex situations. Categories include absenteeism, management challenges, company acquisitions, final incident cases, job refusal, and correct evidence at hearings. --- ## [Separation After Final Lateness](https://www.industrialui.com/casestudies/separation-after-final-lateness/) **Category:** Absenteeism **Situation:** The employer's department was going through a shift in management. There was a period of time when supervisors were asked to incur the duties of directors without any formal oversight. A director was eventually hired and began looking at employee timecards. One individual had progressed through the disciplinary chain and was close to termination. During the management transition, the claimant had incurred 10 instances of lateness after her final warning. The employer terminated the claimant without any additional counseling, believing the employee had already gone through progressive discipline. The judge and appeal board ruled in favor of the claimant, stating she would not necessarily know or have reason to know which instance of lateness would not be tolerated or effectively condoned by the employer. **Solution:** When a continued violation of a policy occurs after a final warning, it is standard operating procedure to issue an additional final warning before moving to termination. The employer would have had a stronger case had it put the claimant back on notice with a new final warning, explicitly stating that the next infraction would lead to termination, then taken immediate action upon the next violation. **Takeaway:** Progressive discipline is allowed and encouraged; however, moving from final warning to termination must be seamless. The very next infraction of the same or similar action must result in termination; otherwise the claimant will be seen as not knowing that such an infraction would lead to the end of their employment. --- ## [Proper Management Avoids Disastrous Results](https://www.industrialui.com/casestudies/proper-management-avoids-disastrous-results/) **Category:** Management A not-for-profit employer services terminally ill patients by providing hospice care in the person's home. The organization has multiple employees who care for the patient and congregate weekly to discuss the patient and ensure continuity of care. Proper management and documentation practices were key to the outcome of the related unemployment claim. --- ## [Mishandling of Acquisitions by Companies](https://www.industrialui.com/casestudies/mishandling-of-acquisitions-by-companies/) **Category:** Company Acquisition **Scenario:** A New York-based company purchased another New York-based company and merged the employees onto its payroll without advising the state of the acquisition. The acquiring company had a good UI tax rate (3.4%) and the acquired company had the maximum rate (9.9%). Over two years, New York State found out about the purchase and retroactively raised their UI rate to 9.9%, demanding $650,000 in back taxes, putting the business on the brink of closure. **Solution:** New York State needs to be notified when one company acquires another within 30 days after the quarter in which the acquisition occurred. It does not matter whether a company buys the entire company or solely the assets — what is important is whether employees are transferred from one entity to another. The state then combines the balances in the two UI accounts along with the 5-year average taxable payrolls to create a blended UI tax rate. **Takeaway:** Companies need to consult not only with accountants and lawyers prior to acquiring another company, but also with unemployment insurance experts. The UI exposure can extinguish all profitability on a deal if it's not priced accordingly. --- ## [The Final Incident is Key!](https://www.industrialui.com/casestudies/the-final-incident-is-key/) **Category:** Final Incident When involved in an unemployment case, one will always hear "final incident." The final incident is critical and must be explained in detail to the department of labor. If there is no final incident indicated, the case is considered weak and chances of success lower significantly. According to the Texas Workforce Commission (TWC), the most common mistakes employers make that create difficulty in unemployment claims based upon a discharge are: - Failing to give a final warning prior to discharge - Inconsistent discipline between two similarly-situated employees - Failing to follow the stated disciplinary policy - Telling the TWC that the claimant was fired for an "accumulation" of incidents instead of a specific final incident - Letting too much time pass between the final incident and the discharge - Failing to present first-hand witnesses and proper documentation when needed **Scenario:** The employer discharges the claimant due to excessive absenteeism. The D.O.L. will ask the employer what the final incident was. In this case, the claimant was absent on a specific date because she had no one else to watch her one-year-old child. The employer had provided all the warnings and company policy, but the final incident (absence due to childcare) was not in the claimant's control — the employer lost the case. --- ## [Failure to Comply with Company Policy](https://www.industrialui.com/casestudies/the-final-incident-is-key-2/) **Category:** Final Incident An employee fails to follow an employer's disciplinary procedure, illustrating how proper documentation and consistent policy enforcement are essential when contesting unemployment claims. --- ## [Job Refusal](https://www.industrialui.com/casestudies/job-refusal/) **Category:** Job Refusal **Scenario:** A home health aide refused an assignment located in New York City because it was too far to travel for $9.00 an hour. The employer, a premier provider of home care in New York, offered the employee this assignment for a specific reason. **Takeaway:** The claimant was eligible for unemployment benefits. The prevailing wage cut-off for a home health aide in NYC is $9.33. Because the employer offered the claimant an assignment below $9.33, the claimant was able to collect. The acceptable travel time to a place of employment is 90 minutes each way, according to the New York State Department of Labor. For unemployment purposes, it is extremely important that employers offer employees the prevailing wage cut-off. --- ## [Use of Video Evidence at Hearings](https://www.industrialui.com/casestudies/use-of-video-evidence-at-hearings/) **Category:** Correct Evidence In today's workplace, the use of video cameras for security and surveillance purposes has become more commonplace. Video evidence is also becoming more prevalent in unemployment insurance hearings. This case highlights how video evidence can be used effectively — or mishandled — at a UI hearing. --- ## [UI Management – Understanding the UI Benefits Appeal Process](https://www.industrialui.com/ui-management-understanding/) Employers must deal with all aspects of UI management and unemployment insurance claims — including the appeal process. In every state, the Unemployment Insurance Appeal Board makes decisions on UI eligibility and contribution liability. This group, along with UI hearing judges, remains independent from the Department of Labor when making appeal decisions. The UI Appeal Board's goal is to offer each side a fair opportunity to be heard and to make legal decisions based on precedent. In getting ready for a formal appeal hearing, it's very important to be as prepared as possible. During this type of hearing, the judge has a great deal of latitude. **Recommended steps to prepare for the appeal process:** - Have all the necessary forms completed, copied and ready for review. - Review all precedent appeal decisions that could possibly be related to the case. - Organize the facts of the case and be sure your legal team is aware of anything extraneous that may impact the appeal decision. Unemployment hearings and appeals are normally very informal, allowing each party to independently present their testimony and evidence. Employers must submit all UI claim paperwork, reflecting all details of the appeal. --- ## [Why It's Crucial to Respond to Unemployment Benefits Claims on Time](https://www.industrialui.com/unemployment-insurance-integrity-act/) **Unemployment Insurance Integrity Act** There are many reasons why an employer should carefully manage their submission of Unemployment Insurance (UI) paperwork — the most important is the heightened risk of fines and penalties. The risk of employers facing fines and penalties increased in 2011 when President Obama signed the Unemployment Insurance Integrity Act as part of the Trade Adjustment Assistance Extension Act of 2011. Its purpose is to enforce stricter penalties against employers for late submissions and inaccurate paperwork. The Department of Labor's goal is for this Act to help improve the integrity of the UI system, ensuring that only those individuals entitled to UI benefits receive them. The Unemployment Insurance Integrity Act pushes the weight of UI integrity onto the employer. States will enforce penalties upon employers when: - A payment was made because the employer, or their agent, failed to respond timely or adequately to a request from the UI division, and - The employer or agent has established a pattern of not responding in a timely matter to such requests, even if it is later decided that the claimant is disqualified for benefits. In 2013, the government made amendments requiring states to (1) enhance fines for fraudulent claimants; (2) revise the timing of "new hire" reports; and (3) impose new obligations on employers and their third-party agents regarding UI claim response times. **Employers should consider:** - Assigning responsibilities to one individual to receive and respond to UI claim notices - Ensuring HR managers can identify and complete UI claim forms - Interacting with legal counsel on employee agreements so they are not an issue with UI claims - Hiring a third-party administrator to respond to UI claims --- ## [THE AMERICAN RESCUE PLAN ACT / UNEMPLOYMENT INSURANCE](https://www.industrialui.com/news/the-american-rescue-plan-act-unemployment-insurance/) The American Rescue Plan Act passed by Congress includes several key provisions concerning Unemployment Insurance and extends several CARES Act programs. The Rescue Plan Act maintains supplemental federal unemployment benefits, extends Pandemic Unemployment Assistance (PUA) for self-employed and gig workers, and extends Pandemic Emergency Unemployment Compensation (PEUC) for those who exhausted regular state benefits. --- ## [How the UI World Has Been Affected by the COVID-19 Pandemic](https://www.industrialui.com/news/how-the-ui-world-has-been-affected-by-the-covid-19-pandemic/) The unemployment landscape changed over the past year. Federal programs provided assistance to both individuals and employers. States had to adapt these programs while keeping up with the immediate need for the unemployment systems to handle an unprecedented volume of claims. This article covers the key federal programs, state adaptations, and what employers can expect going forward. --- ## [Webinar Series: Conducting Workplace Investigations](https://www.industrialui.com/webinar-series-conducting-workplace-investigations/) **The Advantages of Having a Third-Party Workplace Investigator** — by JoLynn Haresign, SHRM-CP In today's changing work environment, maintaining a fair, transparent, and amicable workplace is essential for the success of any organization. This webinar series covers best practices for conducting workplace investigations, the advantages of using a third-party investigator, documentation requirements, and how to ensure compliance throughout the process. --- ## [The Ethical Impact of Unconscious Bias on Diversity and Inclusion](https://www.industrialui.com/the-ethical-impact-of-unconscious-bias-on-diversity-and-inclusion/) Industrial U.I. Services (IUI) offers a course on The Ethical Impact of Unconscious Bias on Diversity and Inclusion, approved by the Board of Continuing Legal Education (CLE) of the Supreme Court of New Jersey. The course addresses how unconscious bias affects decision-making in the workplace and provides practical tools for reducing bias in hiring, management, and daily interactions. --- ## [Partnership with Verification Professional](https://www.industrialui.com/partnership-with-verification-professional/) Industrial U.I. Services (IUI) is excited to unveil a close partnership with Verification Professional (VP). This partnership enables IUI clients to outsource employment and income verification to a secure, 24/7 third-party platform that protects employee data and helps detect unemployment fraud. The partnership combines decades of UI expertise from IUI with Verification Professional's recognized experience in the verification industry dating back to 1996. ---