Can Employers Disable Weekly Unemployment Benefits During COVID-19?

The relationship between employment and unemployment benefits is a complex area governed by state-specific regulations and federal guidelines. This article delves into the measures employers can take to potentially disable your weekly unemployment benefits during and after the pandemic.

Employment and Unemployment Claims

One of the primary principles is that you cannot work and simultaneously claim unemployment benefits without committing fraud. If you are called back to work, even if the situation is deemed safe, your unemployment benefits may indeed be affected. Employers play a crucial role in this process as they are legally required to report when an employee returns to work.

In most states, the unemployment office will send paperwork to employers to verify if an individual is still unemployed and when they might start work. If an employer claims that you are no longer unemployed because you have voluntarily quit or are back at work, your eligibility for unemployment benefits is likely to be terminated.

State-Specific Regulations

The rules around unemployment benefits can vary significantly from state to state. Each state has its own unemployment benefits program, and different circumstances may affect your eligibility. For example, if your employer reports that you have voluntarily quit during a pandemic, it is likely to result in the loss of your unemployment benefits status.

During the ongoing COVID-19 pandemic, several unique situations have emerged, such as the ability to work remotely, or the reopening of businesses. These factors can influence how unemployment benefits are handled. For instance, if a business reopens and you are called back to work, your benefits may be terminated.

Governing Employment Records and Summoning

There are centralized employment records that government agencies can access. If you become reemployed, your benefits will likely cease. Employers are assessed a tax for each benefit claim, creating an incentive for them to report accurate information.

Role of the Employer in Unemployment Benefits

While employers do not have direct control over unemployment benefits, they can influence your eligibility by sharing information with the unemployment office. For example, if an employer claims that you have voluntarily quit, rather than been fired, laid off, or having your hours reduced, you would not be eligible for unemployment benefits.

In the case of the virus, if you are diagnosed with or show symptoms of COVID-19, your ability to work may be compromised. However, this alone is not usually enough to terminate unemployment benefits. Employers cannot disable your benefits if the circumstances have not changed, but they can report changes that could affect your eligibility.

Conclusion

The landscape of unemployment benefits is constantly evolving, especially during such unprecedented times as the pandemic. Employers have the ability to influence the continuation of your unemployment benefits through their reports and actions. It is crucial to stay informed about the specific regulations in your state and to seek guidance from a legal or professional advisor if you are unsure about the implications of your return to work.

For further assistance, consult the relevant state’s unemployment office or a professional in employment law to ensure you are fully aware of your rights and obligations.