STATE BY STATE
Unemployment Claims Processing Notes
( Click over map to view the information regarding each state. )
Select a state
Agency | Phone Number | Website |
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Alabama Department of Labor | 334-242-8025 | https://labor.alabama.gov/uc/ICCS/ |
We would like all Covid-19 related separations to be marked as Lack of Work. The employer needs to add Covid-19 in the Additional Separation Information section.
However, the facts of each circumstance are important. If the employer allowed this individual to telework, they would not qualify for benefits because they would not be unemployed. If the employer required the individual to stay home but did not offer telework, the individual might be eligible for benefits if they met the monetary and weekly eligibility criteria.
Agency | Phone Number | Website |
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Alaska Department of Labor and Workforce Development | 907-269-4700 | https://my.alaska.gov/ |
Agency | Phone Number | Website |
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Arizona Department of Economic Security | 1-877-600-2722 | https://des.az.gov/services/employment/unemployment-individual/apply-ui-benefits |
If the separation is due to COVID-19 mark the claim separation in Data Element B-20 as a code 18 “Disaster Related Separation” and include information in Data Element B-33 “EmployerSepReasonComments”.
If the worker is receiving any type of pay while off work, please also include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment insurance eligibility is determined.
- Mental or physical illness, injury, or health condition of the employee or any of the employee’s family members.
- Medical diagnosis, treatment, or care (including preventative medical care) associated with a mental or physical illness, injury, or health condition of the employee or any of the employee’s family members.
- Closure of the employee’s place of business by order of a public official due to a public health emergency.
- Employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency.
- Care for oneself or a family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or family member’s presence in the community may jeopardize the health of others because of his or her exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease.
- An absence due to domestic violence, sexual violence, abuse, or stalking involving the employee or any of the employee’s family members.
- Regardless of age, a biological, adopted or foster child, stepchild or legal ward, a child of a domestic partner, a child to whom the employee stands in loco parentis, or an individual to whom the employee stood in loco parentis when the individual was a minor; biological, foster, stepparent or adoptive parent or legal guardian of an employee or an employee's spouse or domestic partner or a person who stood in loco parentis when the employee or employee's spouse or domestic partner was a minor child;
- A person to whom the employee is legally married under the laws of any state, or a domestic partner of an employee as registered under the laws of any state or political subdivision;
- A grandparent, grandchild or sibling (whether of a biological, foster, adoptive or step relationship) of the employee or the employee's spouse or domestic partner; or
- Any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.
For employers with fewer than 15 employees: Employees are entitled to accrue one hour of earned paid sick time for every 30 hours worked, but they are not entitled to accrue or use more than 24 hours of earned paid sick time per year, unless the employer sets a higher limit.
Consistent with recommendations from the U.S. Centers for Disease Control and Prevention, employers are encouraged to maintain flexible sick leave policies that are consistent with public health guidance and ensure that employees are aware of these policies. In the event an employee exhausts accrued earned paid sick timedue to circumstances associated with COVID-19, employees and employers are encouraged to discuss voluntary leave policies that are consistent with public health guidance and that meet the needs of Arizona’semployers and employees.
Consistent with recommendations from the Centers for Disease Control and Prevention, employers are encouraged to maintain flexible sick leave policies that are consistent with public health guidance and ensurethat employees are aware of these policies. Specifically, employers are encouraged to maintain flexible policies that permit employees to stay home if they contract COVID-19 or to care for a sick family member.
Industrial Commission of Arizona
Labor Department
800 W Washington St.
Phoenix, AZ 85007
Employees who believe that their employer is violating the Fair Wages and Healthy Families Act may file a retaliation complaint with the Labor Department of the Industrial Commission or file a civil lawsuit. To file a complaint online concerning earned paid sick time retaliation, click here. To file a claim in writing, send the completed claim form to:
Industrial Commission of Arizona
Labor Department
800 W Washington St.
Phoenix, AZ 85007
Paid Sick Leave – In general, the Act provides eligible full-time employees with ten days (80 hours) of paid sick leave when an employee cannot work or telework for circumstances related to COVID-19. Part-time employees are entitled to a number of hours of paid sick time equal to the number of hours they work, on average, over a two-week period. Paid sick leave applies to employees who: (1) are subject to a Federal, State, or local quarantine or isolation order related to COVID-19; (2) have been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19; (3) are experiencing symptoms of COVID-19 and seeking a medical diagnosis; (4) are caring for an individual subject to a quarantine order or self-quarantine; (5) are caring for a son or daughter if schools are closed or a child care provider is unavailable because of a public health emergency; or (6) are experiencing substantially similar conditions as those specified by the Secretary of Health and Human Services. Paid sick leave ispaid at the higher of: (a) the employee’s regular rate of pay, (b) the federal minimum wage, or (c) the State or local minimum wage, whichever is greater. For sick leave related to reasons (1), (2), and (3), above, payments are capped at $511 per day and $5,110 in the aggregate. For leave related to reasons (4), (5), and (6), above, payments are made at two-thirds of the rate of pay an employee would otherwise receive and are capped at $200 per day and $2,000 in the aggregate.
Paid Family Leave – In general, the Act provides twelve weeks of job-protected paid leave for an employee who is unable to work or telework because the employee needs to care for children (under the age of 18)due to school or daycare closure from a public health emergency related to COVID-19. Paid Family Leave only covers employees who have been working for at least 30 calendar days. Paid Family Leave is paid at two-thirds of the employee’s regular rate of pay after the first 10 days. However, an employee is permitted to use accrued vacation, personal, or sick leave during the first 10 days. Payments of Paid Family Leave are capped at $200 per day and $10,000 in the aggregate.
Agency | Phone Number | Website |
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Arkansas Department of Workforce Services | 501-682-2121 | https://www.ezarc.adws.arkansas.gov/ |
- Visit here and apply online.
- Call 1-855-225-4440.
- Effective Monday, March 23, 2020, a Temporary Claims Processing Hotline will be available for affected workers who require assistance in filing their unemployment claims. The Temporary Claims Processing Hotline can be reached at 1-844-908-2178 or 501-534-6304.
- While not recommended, you may visit your nearest Arkansas Workforce Center office.
- To file your claim using ArkNet, visit here. Follow the prompts and enter your answers for the questions that pertain to the dates outlined.
- To file your claim using ArkLine, call (501) 907-2590. ArkLine is available for use on Sunday, 12:01 am to 6:00 pm, and Monday through Friday, 6:00 am to 6:00 pm. Follow the prompts and enter your answers for the questions that pertain to the dates indicated.
- If your claim requires adjudication, it will require investigation and a written determination will be issued to you regarding your eligibility for unemployment benefits.
- If you have out of state wages, there may be a slight delay in receiving benefits if you file a combined wage claim, which is where you combine your wages from all states.
- There may also be a slight delay for those whose claim is based on federal wages.
- Direct Deposit requires you to have a personal checking account or savings account. Payment for Direct Deposit takes about 2-3 days from the date the payment is processed. To select Direct Deposit, you must enter your account and routing numbers after logging into your account here. Benefits will be deposited into your account when due, based upon your current eligibility and the weekly information you certify.
- UI Debit Cards are issued to anyone who does not elect to receive UI benefits via Direct Deposit. These cards must be issued by a bank and mailed to you. Benefits will be deposited into your card account when due, based upon your current eligibility and the weekly information you certify. UI Debit Cards are convenient and easy and may be used wherever Visa is accepted.
If you will only be unemployed due to a temporary reduction in workforce for a period of ten (10) weeks or less, it is recommended that your employer provide a letter to you with a specific return to work date that is within ten (10) weeks of your last dayof work. This letter will exempt you from work search and expedite the process.
- Report gross income earned by participating in military drill during the week being claimed –whether you have received payment or not.
- Report gross Holiday Pay if you were off work for a holiday during the week being claimed –whether you have received payment or not.
- Report gross Vacation Pay if you were off work on vacation during the week being claimed –whether you have received payment or not.
- Report gross Sick Pay if you were off work on sick leave during the week being claimed –whether you have received paymentor not.
- Report Paid Time Off (PTO) if you were off work on PTO during the week being claimed –whether you have received the PTO pay or not.
- Report gross Bonus Pay for any bonus payment received during the week being claimed.
Agency | Phone Number | Website |
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California Employment Development Department | 1-800-300-5616 | https://edd.ca.gov/Unemployment/Filing_a_Claim.htm |
The Governor’s Executive Order waives the one-week unpaid waiting period, so you can collect DI benefits for the first week you are out of work. If you are eligible, the EDD processes and issues payments within a few weeks of receiving a claim.
For fastest processing of your claim, submit your claim online and have your supporting medical documentation submitted online immediately after.
You may also request that the EDD send you a Claim for Disability Insurance (DI) Benefits (DE 2501) (PDF) form, which can be ordered online and sent to you. Submit the completed form to the EDD using the envelope provided. If your medical documentation is provided in any other form other than EDD’s designated claim form, it should be submitted separately by mail to:
Employment Development Department
PO Box 10402
Van Nuys, CA 91410-0402
The Governor’s Executive Order waives the one-week unpaid waiting period, so you can collect DI benefits for the first week you are out of work. If you are eligible, the EDD processes and issues payments within a few weeks of receiving a claim.
For fastest processing of your claim, submit your claim online and have the supporting medical documentation submitted online immediately after.
You may also request that the EDD send you a Claim for Paid Family Leave (PFL) Benefits (DE 2501F) (PDF) form, which can be ordered online and sent to you. Submit the completed form to the EDD using the envelope provided. If your medical documentation is provided in any other form other than the EDD’s designated claim form, it should be submitted separately by mail to:
Employment Development Department
PO Box 45011
Fresno, CA 93718-5011
If you are eligible, the EDD processes and issues payments within a few weeks of receiving a claim.
We encourage you to file a Disability Insurance (DI) claim if you are sick or quarantined. If you are caring for an ill or medically quarantined family member, file a Paid Family Leave claim. Our EDD representatives will review your case and determine your eligibility for benefits. For fastest processing of your claim, submit your claim online.
You may also be eligible for benefits if you pay into Disability Insurance Elective Coverage (DIEC). DIEC is an option for self-employed people (such as independent contractors) and employers to apply for coverage under State Disability Insurance (SDI). This includes school district and state employees who are exempt from SDI, but can negotiate to participate in the DIEC. Visit Self-Employed/Independent Contractor to learn more.
You also may have contributions from a prior job in the past 5 to 18 months, or it’s possible you may have been misclassified as an independent contractor instead of an employee.
- Your hours are reduced due to the quarantine.
- You were separated from your employer during the quarantine.
- You are subject to a quarantine required by a medical professional or state or local health officer.
EDD representatives may need to set up a phone interview with you to collect more details.
- If you are temporarily out of work and plan to return to the same employer, you do not need to meet the usual requirement of looking for work while you are collecting unemployment benefits. The EDD will inform you if you are not required to look for work each week.
- If you are not connected to a certain employer with a job to return to, you are required to look for work while collecting benefits. Looking for work can be done from home including using online channels, mailing job applications, calling about job openings, registering in CalJOBSSM (the state’s online labor exchange system), etc. The EDD will inform you if you are required to look for work each week.
- You chose to contribute to UI Elective Coverage and paid the required contributions to be considered potentially eligible for benefits.
- our past employer made contributions on your behalf over the past 5 to 18 months.
- You may have been misclassified as an independent contractor instead of an employee.
You can use the Unemployment Insurance Calculator to help estimate your potential weekly benefit amount.
The Governor’s Executive Order waives the one-week unpaid waiting period, so you can collect UI benefits for the first week you are out of work. If you are eligible, the EDD processes and issues payments within a few weeks of receiving a claim.
You can also call the EDD Taxpayer Assistance Center with any questions you may have about your payroll tax responsibilities.
- Toll-free from the U.S. or Canada: 1-888-745-3886
- Hearing impaired (TTY): 1-800-547-9565
- Outside the U.S. or Canada: 1-916-464-3502
Agency | Phone Number | Website |
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Colorado Department of Labor and Employment | 303-318-9000 | https://www.colorado.gov/cdle/unemployment |
- They are caring for a child (under the age of 18) if the school or place of care for the child has been closed, or the childcareprovider of the child is unavailable, due to COVID-19 precautions.
- The first 10 days of leave maybe unpaid, though an employee could choose to use accrued vacation days, personal leave, or other available paid leave for unpaid time off. Following the 10-day period, employees would receive a benefit from their employers that will be at least two-thirds of their normal pay rate.
- The family leave pay is capped at $200 per day and $10,000 in total.
- Employers of health care providers or emergency responders may elect out of providing paid family leave to these employees.
- Employers generally need to restore an employee to the position held or its equivalent when the employee returns from leave; however, an exception exists for employers with fewer than 25 employees if certain conditions are met.
- The U.S. Department of Labor has authority to exempt from the paid family leave requirement employers with fewer than 50 employees if the requirement to provide leave would jeopardize the viability of the business.
- Paid at the employee’s regular rate if (in connection with COVID-19) the employee:
- is subject to a quarantine or isolation order;
- has been advised to self-quarantine;
- is experiencing symptoms; or,
-
Paid at two-thirds the employee’s regular rate if (in connection with COVID-19) the employee:
- is on leave to care for an individual who is subject to an isolation order or who is a quarantined employee; or
- is on leave to care for a child (under the age of 18)if the school or place of care for the child has been closed or the childcareprovider of the child is unavailable, due to COVID-19 precautions.
- Full-time employees can receive up to 80 hours of sick leave, while part-time employees are eligible for leave based on their scheduled or normal work hours in a two-week period.
- Paid sick leave is calculated based on the employee’s regular compensation but is capped at $511 per day for employees who fall into the first three categories above and at $200 per day for those in the two care-related categories.
- Employers of health care providers or emergency responders mayelect out of providing paid family leave to these employees.
- Paid sicktime does not carry over from one year to the next.
- Employers cannot require employees to find a replacement to cover the hours during which the employee is using paid sick time.
- The U.S. Department of Labor has broad authority under this Act to exempt from the paid family leave requirement employers with fewer than 50 employees if the requirement to provide leave would jeopardize the viability of the business.
- Employers that already have existing paid leave policies must also provide employees with this emergency paid sick timeand cannot requireemployee use other paid leave provided before using this paid sick leave.
- Employers are required to provide notice, a model of which will be provided by the U.S. Department of Labor.
- Employers may not discharge, discipline or in any other manner discriminate against an employee who takes leave under the Act or who has filed a complaint or instituted any proceedings under or related to the Act, or who has testified or is about to testify in any proceedings under or related to the Act.
- An employer could be subject to civil penalties for a violation of paid sick leave requirements.
Yes, if you are working fewer than 32 hours a week and earning less than the weekly amount of unemployment benefits pay (approximately 55 percent of your average wage over a 12-month time period), you may receive unemployment benefits.
I work for a ski resort who closed for one weekYes. If you are not working, you can file a claim (or reopen a claim you filed in the last 12 months if money remains on the claim). If you file a new claim, you must serve one unpaid waiting week before any payments can be issued. However, a claim is active for one year (52 weeks), and you may be paid unemployment benefits for any weeks you are unemployed in the next year.
I work for an entertainment venue full time and my hours were reducedYes, if you are working fewer than 32 hours a week and earning less than the weekly amount that unemployment benefits pay (approximately 55 percent of your average wage over a 12-month time period), you may receive unemployment benefits.
I tested positive for COVID-19 and am quarantined for 14 daysUndetermined at this point pending federal proposal and proposed emergency rules.
I have flu-like symptoms and my employer asked me to self quarantineUndetermined at this point pending federal proposal and proposed emergency rules.
My employer laid off all employeesYes. If you are not working, you can file a claim (or reopen a claim you filed in the last 12 months if money remains on the claim). If you file a new claim, you must serve one unpaid waiting week before any payments can be issued.
Agency | Phone Number | Website |
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Connecticut Department of Labor | - | http://www.ctdol.state.ct.us/UI-OnLine/ |
To file your claim, please click here.
For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
If you have any questions, please visit the CT Department of Labor Online Assistance Center. You may also submit your general question dol.webhelp@ct.gov. A response can be expected in 3 to 5 business days, depending on volume.
To file your claim, please click here.
- For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
- Your employer should provide you with an Unemployment Separation Package, found here, but do not delay filing if you do not have it.
To file your claim, please click here.
- For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
- Your employer should provide you with an Unemployment Separation Package, found here, but do not delay filing if you do not have it.
To file your claim, please click here.
- For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
- Your employer should provide you with an Unemployment Separation Package, found here, but do not delay filing if you do not have it.
To file your claim, please click here.
- For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
- Your employer should provide you with an Unemployment Separation Package, found here, but do not delay filing if you do not have it.
To file your claim, please click here.
If you have any questions, please visit the CT Department of Labor Online Assistance Center. You may also submit your general question to dol.webhelp@ct.gov. A response can be expected in 3 to 5 business days, depending on volume.
Please note: when working and filing, all hours and gross earnings must be reported. A portion of your gross earnings will be deducted from your weekly benefit rate. Determinations will be made on a case-by-case basis.
To file your claim, please click here.
- For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
- Your employer should provide you with an Unemployment Separation Package, found here, but do not delay filing if you do not have it.
Please note: when working and filing, all hours and gross earnings must be reported. A portion of your gross earnings will be deducted from your weekly benefit rate. Determinations will be made on a case-by-case basis.
To file your claim, please click here.
- For faster processing of your claim, please have your employer’s registration number and a return to work date readily available when you file your claim online.
- Your employer should provide you with an Unemployment Separation Package, found here, but do not delay filing if you do not have it.
Your employee may file for unemployment benefits and a determination will be made concerning their eligibility. Determinations will be made on a case-by-case basis. However, please note that an individual must be physically able and available for full time work in order to qualify for unemployment benefits.
For ongoing weekly continued claims filing, employees can file here.
The agency issues important emails throughout the initial claim filing process. Please advise your employees to look for these emails and read them carefully for next steps.
For ongoing weekly continued claims filing, employees should go to www.filectui.com and click the green button.
The agency issues important emails throughout the initial claim filing process. Please advise your employees to look for these emails and read them carefully for next steps.
If the President declares a disaster that includes Connecticut and your company, it is possible you may not be liable.
All employers with two or more full-time or permanent part-time employees can participate in the program, which is not designed for seasonal separations. To qualify, the business’ reduction of workcannot be less than 10 percent or more than 60 percent.
- A service worker's illness, injury or health condition
- The medical diagnosis, care or treatment of a service worker's mental illness or physical illness, injury or health condition
- Preventative medical care for a service worker
- A service worker's child's or spouse's illness, injury or health condition
- The medical diagnosis, care or treatment of a service worker's child's or spouse's mental or physical illness, injury or health condition
- Preventative medical care for a child or spouse of a service worker
Therefore, in most cases, an employer who is not covered by the CT FMLA (over 75 employees in CT), federal FMLA (50 or more employees in a 75-mile radius) or CT’s Paid Sick Leave law (50 employees in CT) may terminate an employee for any reason as long as such termination is not based on an employee’s protected status such as the employee’s race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disability, intellectual disability, learning disability, physical disability, including, but not limited to, blindness or status as a veteran or any other applicable contract or law. The employer may institute a more lenient absenteeism policy.
If she is a non-exempt, “hourly” employee, she must be paid for the actual amount of time that you are requiring her to work. You are not required to pay a non- exempt employee for the time in which he or she performs no work.
If she is an exempt “salaried with qualifying duties” employee, the employer is required to pay her the full weekly salary if she works for any portion of the week. No deductions can be made from the exempt employee’s Paid Time Off (PTO) fringe benefit leave banks to cover the time off, pursuant to Conn. State Agencies Regs. § 31-60-14(b)(2)(A).
- You are an eligible employee, who worked for the employer for at least 12 months and 1,000 hours in the past year
- The employer is a covered employer for FMLA purposes (75 or more employees in CT) and you have FMLA time available
- Your employer may require you to submit a medical certification from your health care provider, in order to determine if this is a serious health condition under the FMLA.
- If your health care provider substantiates a serious health condition, FMLA will protect your job.
- You are an eligible employee, the employer is a covered employer for FMLA purposes, and you have FMLA time available.
- Your employer may require you to submit a medical certification from your daughter’s health care provider, in order to determine if she has a serious health condition under the FMLA.
- If her health care provider substantiates a serious health condition, the FMLA will protect your job. Also, your employer may institute a more lenient medical certification policy if it so wishes.
Agency | Phone Number | Website |
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Delaware Department of Labor |
New Castle County: 302-761-6576 Other Areas: 1-800-794-3032 |
http://www.ctdol.state.ct.us/UI-OnLine/ |
We have been in contact with the Delaware Department of Labor, Division of Unemployment Insurance regarding the significant number of unemployment insurance claim filings in their state due to the coronavirus (COVID-19). We are sending this communication to ensure all TPAs report any separations for work through SIDES the same way to ensure eligibility for an unemployment beneficiary in not interrupted.
If a worker is separated due to COVID-19, mark the claim separation in Data Element B-20 as a code 18 “Disaster Related Separation” and include information in Data Element B-33 “EmployerSepReasonComments” that the work stoppage is due to COVID-19.
If the worker is receiving any type of pay while off work, please also include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment insurance eligibility is determined.
Questions can be emailed to uiclaims@delaware.gov. File an appeal, request an address change or complete fact finding documents on our claimant portal.
Contact the Division if you are laying off 25 or more employees. Email uiclaims@delaware.gov. Include the worker's name, social security number, and contact information for your business. That will assist us in streamlining the payment process.
Agency | Phone Number | Website |
---|---|---|
Florida Department of Economic Opportunity | 1-800-204-2418 | http://www.floridajobs.org/Reemployment-Assistance-Service-Center/ |
- Those who are quarantined by a medical professional or a government agency,
- Those who are laid off or sent home without pay for an extended period by their employer due to COVID-19 concerns, or
- Those who are caring for an immediate family member who is diagnosed with COVID-19.
People who need assistance filiing a claim online because of legal reasons, computer illiteracy, language barriers, or disabilities may call 1-800-681-8102.
- Social Security Number
- Driver’s License or State ID
- Your last 18 months of employment (including name, separation reason, earnings, and dates of work)
- Work authorization (if not a US citizen)
- DD-214 member 2, 3, 4, 5, 6, 7, or 8 (if a military employee)
- SF 8 or SF 50 (if a federal employee)
- Your history of wages are reviewed to determine if you have earned enough to qualify for benefits
- Any issues (such as job separation) found during your application are reviewed to determine eligibility
Agency | Phone Number | Website |
---|---|---|
Georgia Department of Labor | 1-877-709-8185 | https://dol.georgia.gov/ |
Employers are required to submit employer filed claims electronically for employees temporarily laid off as at result of COVID-19. This can only be done via the GDOL Employer Portal either by single entry or mass upload. Initiating such claims indicates that is the employer’s intent to retain the employees so they may return to work when business operations resume and work is available. The penalty for non-compliance is the employer will be required to repay the Department the full amount of benefits paid for each claim.
- I-551 (Permanent Resident Card)
- I-766 (Employment Authorization Card)
- I-94 (Arrival/Departure Record) in Unexpired Foreign Passport
- I-94 (Arrival/Departure Record)
- Unexpired Foreign Passport (with picture and temporary I-94 or I-551 stamp or other supporting documentation)
- I-20 (Certificate of Eligibility for Nonimmigrant (F-1) Student Status)
- DS2019 (Certificate of Eligibility for Exchange Visitor (J-1) Status
- Naturalization Certificate
- Certificate of Citizenship
- I-571 (Refugee Travel Document)
- I-327 (Reentry Permit)
- Machine Readable Immigrant Visa (with picture and Temporary I-551 Language)
Do NOT submit claims for employees who:
- are on scheduled/customary vacation, scheduled/customary plant shut down, or scheduled/customary plan closure (O.C.G.A. Section 34-8-195).
- employed by a temporary agency and are currently working at your place of business.
- were employed in another state in the last 18 months.
- were employed with the federal government or on active military service in the last 18 months.
- are 1099 employees.
- are voluntarily out of work, e.g., quits, requested leaves of absence, self-quarantined, etc.
- have been permanently separated from your company.
- Name
- Social Security Number
- Work authorization information for non-citizens
- Address
- Date of Birth
- Whether or not they want federal and/or state income taxes withheld (GDOL will withhold 10% for federal and 6% for state taxes.)
- Earnings (Report gross wages—amount of pay before deductions— for any work they performed during the week for which you are filing. Report any vacation pay, holiday pay, and/or earnings during the week in which it was earned, NOT during the week it was paid to the employee. Report any additional income employees are receiving to the GDOL, except Social Security benefits, jury duty income, and pay for weekend military reserve duty.)
If a third-party service provider is the administrator on your account, ask them to add you as a user and give you the ability to file employer filed claims. If you are already a registered user on the portal, but are not currently permitted to file employer filed claims, contact your Employer Portal administrator for assistance.
Follow these steps to file employer filed claims on the Employer Portal:
- Log into the Employer Portal.
- Select the employer account number under Registered Account.
- Select the File Employer Filed Claims link under Common Links.
- Select your method of filing—Multi-Claims Upload or Single Claim Entry. You must download and use the GDOL Excel template for Multi-Claims Upload. The Employer Filed Claims application will not retain your employee information when using Single Claim Entry. You must re-enter for each week.
- Follow the on-screen instructions.
- You must file an employer filed claim for each pay period. A week of partial unemployment consists of an employer’s established pay period week. Once a pay period is established, it should remain the same.
- There must be seven (7) days between payment week ending dates.
- Accurately report the employee’s name, social security number (SSN), and date of birth. They must match the Social Security Administration’s records.
- Do NOT submit claims until after the week ending date on the claim. The Georgia Department of Labor (GDOL) cannot accept claims filed prior to the week ending date on the claim.
- Report any leave pay, vacation pay, holiday pay, and/or earnings during the week in which it was earned, NOT during the week it was paid to the employee.
- Report any additional income employees are receiving to the GDOL, except Social Security benefits, jury duty income, and pay for weekend military reserve duty.
Employees choosing direct deposit must enter their direct deposit information on the GDOL website by selecting UI Benefit Payments Method under Individualson the Online Services page. A personal identification number (PIN) is required. A letter (DOL-8475) will be mailed to them notifying them of their PIN. If they do not receive the letter or forget their PIN, give them the following instructions:
- Go to dol.georgia.gov.
- Select Claim Weekly UI Benefits Payments. You will NOT claim benefits. This online application allows you to establish a new PIN.
- Enter your Social Security Number.
- Leave the field labeled “If you have already set up a PIN, enter it here” blank.
- Enter a 4-digit PIN of your choice in the field labeled “If you need to set up a PIN, enter it here.”
- Re-enter your 4-digit PIN in the field labeled “Reenter for verification.”
- Click on the Submit button.
Agency | Phone Number | Website |
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Hawaii Department of Labor and Industrial Relations |
Oahu: 808-586-8970 Hilo: 808-974-4086 Kona: 808-322-4822 Maui: 808-984-8400 Kauai: 808-274-3043 |
https://huiclaims.hawaii.gov/ |
- If your employer closed or temporarily closes, your hours are cut, or you are directed by your employer to remain home, you may be eligible for UI.
- To apply for UI, please visit here.
- You can call your local UI office for an appointment. Phone numbers may be found at labor.hawaii.gov/ui/contact.
- Per Governor David Y. Ige, the DLIR is waiving the 7 day waiting period for UI claims related to COVID-19.
- You must have a doctor’s note stating that you are ill or quarantined because of COVID-19.
- Your COVID-19 illness or quarantine cannot be work-related.
- You cannot be receiving workers’ compensation or UI.
- To apply for TDI, please contact your employer and ask for the contact information for their TDI carrier.
- There is a 7 day waiting period.
- Your contraction of COVID-19 must be directly attributable to your job duties. For example, if a healthcare worker contracts COVID-19 because s/he cared for an infected patient, s/he is eligible for WC.
- You cannot be receiving TDI.
- To apply for WC, please contact your employer,inform them of your illness, and ask for the contact information for their WC carrier.
- There is a 3 day waiting period.
- You must work for an employer with 100 or more employees and worked for at least 6 consecutive monthsbefore qualifying to request family leave.
- Family members include care for a parent, child, sibling, spouse, or reciprocal beneficiary.
- HFLL is unpaid leave, but sick or vacation leave may be used to receive compensation.
- You can takefamily leave for up to four weeks.
- To requestforfamily leave, please contact your employer.
Workers that do not qualify to take family leave under HFLL may be qualified to take leave under the Family and Medical Leave Act (FMLA). FMLA generally allows workers to take job-protected leave to care for themselves or a family member that has been impacted by COVID-19. For information about FMLA: More Info
- The DLIR stands ready to assist with questions about UI, WC, TDI, and HFLL.
- Requests for assistance can be made by calling (808) 586-8844 and selecting the program that administers the law.
- Please be sure to provide your business’ name, a point of contact, telephone number,and/oremail address. DLIR employeeswill respond to inquiries in the orderthey were received.
- Please also visit labor.hawaii.gov for more information.
Agency | Phone Number | Website |
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Idaho Department of Labor | 208-332-8942 | https://www2.labor.idaho.gov/ClaimantPortal/Login |
Mark the claim separation in Data Element B-20 as a code 18 “Disaster Related Separation” and include information in Data Element B-33 “EmployerSepReasonComments” that the work layoff is due to COVID-19.
If the worker is receiving any type of pay while off work, please also include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment insurance eligibility is determined.
Agency | Phone Number | Website |
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Illinois Department of Employment Security | 1-800-244-5631 | https://www2.illinois.gov/ides/individuals/UnemploymentInsurance/ |
Under the current circumstances, someone who left work to care for the child could be considered as unemployed through no fault of his her own; in that case, to qualify for UI, the individual would still need to meet all other eligibility requirements, including the requirements that the individual be able and available for work, registered with the state employment service and actively seeking work from the confines of his or her home. The individual would be considered able and available for work if there was some work that he or she could perform from home (e.g., transcribing, data entry, virtual assistant services) and there is a labor market for that work.
Agency | Phone Number | Website |
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Indiana Department of Workforce Development | 1-800-891-6499 | https://www.in.gov/dwd/2362.htm |
- A valid email account –your email address will become your Username
-
Your personal information, including your:
- Indiana Driver’s license or Indiana ID card
- Address
- Social security number(SSN)
- Date of birth
- Phone number
- Information about your last employer, including:
- Employer’s name/company name
- Employer’s mailing address
- Employer’s phone number
- Information about your employment, including your:
- Dates of employment
- The reason you are unemployed
- Your bank routing number and account number if you chose direct deposit as your payment option (NOTE: a debit card -Key2Benefits prepaid MasterCard® -is also available)
If your employer did not report tips as part of your wages, it is possible you will not meet the minimum. If you receive a DWD determination that you do not meet the minimum amount, you can appeal that determination and request that DWD include your records of your tipped wages. If you have sufficient documentation, then your base period wages can be recalculated. Documents that will be considered include: pay stubs, W2, or any other type of documentation of payment from your employer. Sometimes a record of cash deposits to a bank account may be considered if no other evidence is available.
If you do work while receiving benefits, you must report any money you earned on the voucher for the week you worked (not the week you ultimately get paid for the work). Failure to report money you earned is fraud and can result in denial of benefits, collections actions, and criminal prosecution.
- If you file your initial claim application for UI between January 5, 2020, and April 4, 2020, your base period will be Q4 2018, Q1 2019, Q2 2019, and Q3 2019, which covers the dates October 1, 2018, through September 30, 2019.
- If you file your initial claim application for UI benefits between April 5, 2020, and July 4, 2020, your base period will be Q1 2019, Q2 2019, Q3 2019, and Q4 2019, which covers the dates from January 1, 2019, through December 31, 2019.
To meet the minimum eligibility for UI, your total wages during your base period must be equal to at least one and one-half (1.5) multiplied by your wages in the highest quarter of your base period. Your base period wages must also total at least $4,200, with at least $2,500 of those wages earned in the last six (6) months of the base period. For an example of this calculation, review pages 7-8 of the Claimant Handbook, found here.
We understand this is a complicated calculation, so the easiest way to find out if you meet the minimum eligibility is to file your claim immediately upon being laid-off and we will complete a wage calculation as part of your application process and notify you whether you met the minimum amount.
Agency | Phone Number | Website |
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Iowa Workforce Development | 1-866-239-0843 | https://uiclaims.iwd.iowa.gov/UIInitialClaim/ |
Mark the claim separation in Data Element B-20 as a code 18 “Disaster Related Separation” and include information in Data Element B-33 “EmployerSepReasonComments” that the work layoff is due to COVID-19.
If the worker is receiving any type of pay while off work, please also include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment insurance eligibility is determined.
Where can I find additional information for businesses and employers on COVID-19?
U.S. Department of Labor Iowa Department of Public Health Centers for Disease Control CDC Resources for Businesses and Employers
Agency | Phone Number | Website |
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Kansas Department of Labor | 1-800-292-6333 | https://www.getkansasbenefits.gov/ |
If separation is connected to COVID 19 and the employee is NOT being paid; please list reason of separation: Temporary Layoff and put ”COVID 19” in the additional comments box.
If separation is connected to COVID 19 and the employee IS being paid; please select the reason of separation: Still Employed. You’ll then be prompted to provide the earnings.
We have created a new email for employers to send job refusal forms to: UICC.JobRefusals@ks.gov. If employers go to www.kansasemployer.gov, under “Employer Resources” there is a “Job Refusal” form that can be completed any time an employee refuses to come back to work.
If you are not able to return to work upon recall your eligibility for benefits could be questioned.
There are three important details:
- First, we will want to know why your hours werecut. If your hours were cut due to no fault of your own, then you may be able to get benefits.
- Second, how much are your weekly earnings? If your earnings for a week are the same or higher than your weekly benefit amount, then you will be ineligible for unemployment in that week. When you file an initial claim, we will let you know what your weekly benefit amount would be.
- Finally, you must also be physically able and available for work each week.
- Disable your pop-up blocker. Please refer to your web browser’s directions on how to do so.
- If you are experiencing difficult accessing our website or a feature of our website, we recommend using Google Chrome as your web browser.
- It is best to create an account or login from a desktop/laptop, instead of a cell phone.
- Print or save the confirmation page when you file online as your proof that the claim has been filed. Italso has the weekly claims information on there.
What you need to know as an employer:
- Submitting a layoff spreadsheet does not mean the employer is responsible for the affected employee’s unemployment claims. It will be the responsibility of the employee to file weekly claims and be aware of all eligibility and reporting requirements in order to receive payment.
- KDOL does ask that the employer inform all employees included in the layoff that identity verification with the Social Security Administration will be conducted once the layoff spreadsheet is processed. If the employee does not pass the verification, they will be asked to supply a copy of their driver’s license and Social Security card to KDOL.
- In some instances permanent layoffs have additional reporting requirements for employers under the Worker Adjustment and Retraining Notification Act (WARN). The specific requirements can be found in the WARN Act Handbook for Employers from the United States Department of Labor.
- Additional programs that could prove beneficial to your employees can be found under the Trade Act Program.
Agency | Phone Number | Website |
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Kentucky Career Center Office of Unemployment Insurance | 502-564-2900 | https://kcc.ky.gov/Pages/default.aspx |
- Enter your earnings into the appropriate quarters.
- You can log into your account 24 hours after submitting your claim, go to the Account Summary page and it will display your benefit amount.
Also note that if you have a suffix (Jr, Sr, etc), those fields are spacing and punctuation sensitive. Attempt with and without punctuation. If you are still unable to access the system, contact the UI Assistance line at (502) 564-2900, option 5, then option 6.
- Self-employed
- Independent contractors
- Freelance workers
- Substitute teachers
- Childcare workers employed by religious-affiliated organizations and non-profits
-
- Reasonable risk of exposure (self-quarantine)
- Caring for a family member affected by COVID-19
Example, if my benefit payment was $320 per week it will now be $920 per week starting on March 29, 2020. You will receive two payments one for $320 and one for $600. Under the CARE Act, the $600 payment is paid 100% by the federal government and will not be charged to employer accounts.
- This includes individuals who have left their jobs because they have a reasonable fear that exposure to COVID-19 at their workplace will cause a negative impact on their health and they want to stay home.
- Despite these flexibilities, a central requirement of UI eligibility has always been and still is, that an individual is eligible for UI if they are separated from their job due to no fault of their own.
- If an employer provides reasonable accommodations for employees at their workplace or offers an option to telecommute, the employee must work if it is offered by the employer.
- The employer maintains the opportunity to protest any claim that is filed by an employee. If the employer and employee disagree about what is considered reasonable accommodations, those UI claims will have to be decided by a UI staff member on a case-by-case basis. Either side has the right to appeal that decision.
Agency | Phone Number | Website |
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Louisiana Workforce Commission | 1-866-783-5567 | https://www.louisianaworks.net/hire/vosnet/ |
- Your work hours have been reduced because of lack of work due to Coronavirus.
- Your workplace closes temporarily, and you are not being compensated.
- You have been instructed not to go to work, and you are not being paid while at home.
- You can file a claim at www.louisianaworks.net/hire or by calling our Claim Center at 866-783-5567. Effective March 17, 2020, we have extended our Claim Center hours to 8 a.m.- 7 p.m.
- Be sure to answer “yes” to the question, “Are you filing for Unemployment Insurance benefits for reasons related to COVID-19 (Coronavirus)?” This will provide needed information to the LWC to help process your claim.
- If your work hours have been reduced, partial benefits could be available to you up to a maximum of $247 a week. You must report any earnings for the week that you work, even if you’ve not yet been paid. Report the gross amount before deductions. These earnings would be factored into the amount of unemployment benefits paid to you for that week.
- A number of factors determine eligibility for benefits. The LWC reviews each case separately.
- The maximum number of weeks that unemployment benefits can be paid per claim is 26 weeks in a 12-month period.
- Wages and vacation pay (received or will receive) MUST be reported when you file your unemployment claim. Sick leave and PTO do not need to be reported.
- Work search requirements are waived
- Week of waiting is waived
- Contact us at EmployerServices@lwc.la.gov with your unemployment insurance questions. Be sure to provide your company’s name, a point of contact, telephone number and email address, as well as specifics on the assistance you are requesting. The Employer Call Center, 225-326-6999, is also available.
- For other programs and assistance, contact the American Job Center in your area. To find the closest American Job Center, visit here
- Non-charges may be granted
Agency | Phone Number | Website |
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Maine Department of Labor | 1-800-593-7660 | https://reemployme.maine.gov/accessme/faces/login/login.xhtml |
Individuals still need to file a weekly claim in order to get unemployment payments.
You can also view answers to Frequently Asked Questions online here. If your question isn’t answered there, you can submit a new question through the online Customer Message Portal (CMP). Questions are being answered as quickly as possible though there is a significant wait period. An unprecedented number of Mainers have been impacted by COVID-19 and we appreciate your patience.
Those with last names beginning with:
- A-H should call on Monday
- I-Q on Tuesday
- R-Z on Wednesday
- Thursday and Friday are left unassigned for those who miss their alphabetical day or need to call at that time.
As long as you have activated the email address that was associated with the account when the account was created, you can click on the "Forgot Password" link underneath the login boxes to have a new temporary password generated and sent to the email address on file in your account. Refer to the link below for instructions on how to activate your email if you have not done so already. You will be able to use this temporary password to log in and will be prompted to set up a new password, personal to you, at that time. For more information, please visit ReEmployME Login Information.
You will not lose any benefits as a result, but you may receive multiple payments in the first week after the programming changes have been completed. After this, individuals filing for benefits can expect to receive payments weekly as long as weekly claims are filed timely and people remain eligible to collect benefits.
For your records, please print or take a screenshot of the final confirmation page where the screen says the claim has been successfully submitted so that you have proof that we received it. (Usually, in times of lower volume claims, the new claim would show in the individual’s portal account within 24 hours. With high volumes, it is taking longer for every item to post to accounts.)
(The new federal legislation does extend eligibility to those in this situation. This program is not yet available in Maine. Once implemented, benefits will be paid retroactively. We will continue to provide more information as soon as it is ready.)
These amounts are set annually based on the average weekly wages earned by Maine workers. The amount of benefits and the length of time someone can collect are based on how much you earn. More Info
In addition, please see other items on the MDOL website for additional options such as paid leave related to COVID:
More Info
More Info
However, the new temporary federal unemployment programs will cover the self-employed. These new programs are complex, and we are working to implement them as quickly as possible. At this moment, those are self-employed should wait to file a claim for benefits.
Since these programs have not been implemented yet, filing at this point will only result in a denial. We will continue to provide information as it becomes available. Once implemented, benefits will be paid retroactively.
Those who choose not to pay the unemployment tax are typically responsible for 100% of the cost of any benefits paid to former employees. MDOL awaits final interpretation of the federal CARES Act from U.S. DOL; it appears that the legislation provides federal funds to cover 50% of the state unemployment benefits that would have otherwise been charged to direct reimbursable employers.
Maine cannot waive the remaining 50%. Having no source of funding available to cover these costs would result in the transfer of the liability to taxable private employers. As of December 31, 2019, there were slightly over 1,000 direct reimbursable employers in Maine.
If employees are receiving pay for a leave of absence (in any of these forms: sick leave, vacation pay or regular wages), they are not unemployed and would not collect UI on top of their earnings. New federal legislation was enacted March 18th on paid sick leave and paid family and medical leave.
More Info
Agency | Phone Number | Website |
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Maryland Department of Labor | 410-949-0022 | http://www.dllr.state.md.us/employment/unemployment.shtml |
If a worker is separated from employment due to the reduction/elimination of available work caused by the impact of COVID-19 on the business, mark the claim separation Data Element B-20 as a code "1 = Temporary Layoff" if the return to work date is known or as code "2 = Laid Off/Lack of Work" if the return to work date is unknown. Data Element B-13 is the last day the worker physically performed services.
If the worker is receiving any type of pay while off work, please also include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment insurance eligibility is determined
You can apply for unemployment insurance benefits online or by phone between 7:30 a.m. - 3:30 p.m., Monday through Friday, at 410-949-0022 (within the Baltimore-metro area and out-of-state) or 800-827-4839 (from within Maryland).
Maryland Healthy Working Families Act
“Unemployment” includes a reduction of both work hours and earnings. An individual receiving paid sick leave or paid family leave is still receiving pay and would generally not be considered “unemployed” for purposes of collecting unemployment insurance benefits.
If you are currently quarantined by a medical professional or under government direction, and your employer has instructed you not to return to work until the quarantine is over and has not provided the option to telework, the Division of Unemployment Insurance recommends that you file a claim for unemployment insurance. After you file a claim, the Division of Unemployment Insurance will determine whether you qualify to receive unemployment insurance benefits. You can apply for unemployment insurance benefits online or by phone between 7:30 a.m. - 3:30 p.m., Monday through Friday 410-949-0022 (within the Baltimore-metro area and out-of-state) or 800-827-4839 (from within Maryland).
After you file a claim, the Division of Unemployment Insurance will determine whether you qualify to receive unemployment insurance benefits. You can apply for unemployment insurance benefits online or by phone between 7:30 a.m. - 3:30 p.m., Monday through Friday 410-949-0022 (within the Baltimore-metro area and out-of-state) or 800-827-4839 (from within Maryland).
Maryland Healthy Working Families Act
If you are currently quarantined by a medical professional or under government direction, and your employer has instructed you not to return to work until the quarantine is over and has not provided the option to telework, the Division of Unemployment Insurance recommends that you file a claim for unemployment insurance.
After you file a claim, the Division of Unemployment Insurance will determine whether you qualify to receive unemployment insurance benefits. You can apply for unemployment insurance benefits online or by phone between 7:30 a.m. - 3:30 p.m., Monday through Friday 410-949-0022 (within the Baltimore-metro area and out-of-state) or 800-827-4839 (from within Maryland).
Claimants are not required to search for work if their employer has temporarily laid off the claimant and has provided a return to work date that is less than 10 weeks in the future.
In the event that a process for employers to apply for a waiver of charging of any benefits paid due to coronavirus, COVID-19, additional information will be provided outlining the requirements. Waivers will be reviewed on a case-by-case basis and approved as the law allows.
Reimbursing employers are charged dollar for dollar for benefits paid to their former employees.
Agency | Phone Number | Website |
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Massachusetts Department of Unemployment Assistance | 617-626-6338 | https://www.mass.gov/unemployment-insurance-ui-online |
Benefits Calculator
Instead of looking for other work, you must remain in reasonable contact with your employer, and be prepared to go back to work when the employer has hours for you and you are able to do so.
In all cases, a claimant need only be “capable of, available, and actively seeking” work that is suitable for them. Under the new regulations, work is not suitable if it endangers the health of the employee or others in the employee’s household. If a claimant is quarantined, self-quarantined due to a reasonable fear of exposure, or is caring for a family member who is sick, or a child who is at home, the claimant not need to accept work until those conditions resolve.
Workers who are temporarily unemployed due to lack of work because of COVID 19 and expect to return to work will be eligible for unemployment benefits. They will be considered unemployed due to lack of work regardless of whether they are laid off, or furloughed, or if their workplace is fully or partially shut down temporarily. Under the Emergency Regulations, individuals in such situations are considered to be in “Standby Status.” Standby status is meant to help both employers and their employees in situations where the unemployment is expected to be temporary. Employers maintain contact with their workforce during the period of unemployment and have experienced employees ready to return when work becomes available again. Employees who find themselves in those situations due to COVID-19 will be approved for benefits more quickly, and will be relieved of traditional work search activities. In order to fulfill the requirements to be able, available and actively seeking work, individuals on standby status need only take reasonable measures to maintain contact with their employer, and to be available for hours offered by the employer.
Claimants in the situations described above will be presumed to be eligible for four weeks of standby status. For the four-week presumption, the employer need not even respond that the claimant is on standby. Employers may request, however, that the standby status be up to eight weeks, and, if necessary, DUA can extend standby status for longer that eight weeks.
More Info
Employers maintain contact with their workforce during the period of unemployment (in this case, a furlough) and have experienced employees ready to return when work becomes available again. Employees who find themselves in those situations due to COVID-19 will be approved for benefits more quickly, and will be relieved of traditional work search activities. In order to fulfill the requirements to be able, available and actively seeking work, individuals on standby status need only take reasonable measures to maintain contact with their employer, and to be available for hours offered by the employer.
Claimants in the situations described above will be presumed to be eligible for four weeks of standby status. For the four-week presumption, the employer need not even respond that the claimant is on standby. Employers may request, however, that the standby status be up to eight weeks, and, if necessary, DUA may extend standby status for longer that eight weeks.
Agency | Phone Number | Website |
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Michigan Department of Labor and Economic Opportunity | 1-866-500-0017 | https://www.michigan.gov/ |
You will need to create a new MILogin for Citizens account before you can create or access your MiWAM account. If you have already created a MILogin account through another department, you simply need to log in and link your MiWAM account before you can access your MiWAM account. You will need to use your personal email address for MILogin for Citizens.
- Adds 13 additional weeks of unemployment benefits in Pandemic Emergency Unemployment Compensation (PEUC) to the 26 weeks of benefit entitlement under EO2020-24, for a total of 39 weeks of benefits payable.
- Adds an additional $600 per week of Pandemic Unemployment Compensation (PUC) to the weekly benefit amount payable. This amount is payable for weeks of benefits between 3/29/2020 – 7/31/2020.
- Social security number,
- Your state issued driver’s license or ID card number
- The names and addresses of employers you worked for during the past 18 months, along with your quarterly gross earnings
- The dates (first and last day of employment) with each employer.
- Your most recent employer’s Unemployment Insurance Agency (UIA) account number or Federal ID number. Providing the account number may speed up the processing of your claim. The employer’s Federal ID number appears on your annual W-2 form).
- If you are not a U.S. citizen or national, you will need your Alien Registration number and the expiration date of your work authorization.
Claimants must certify (report) every two weeks that they are eligible for benefits. After the first certification (which is done during the third week of unemployment) they will receive their payment in about 3-5 days. Certification can be done using a person’s MIWAM account and/or by phone by MARVIN.
In addition to the weeks of benefit entitlement on a regular claim, the Relief for Workers Affected by Coronavirus Act adds 13 additional weeks of unemployment benefits in Pandemic Emergency Unemployment Compensation (PEUC). With these additional benefits, individuals may be eligible for up 39 weeks of benefits. You may also receive an additional $600 per week of pandemic unemployment compensation (PUC) in addition to the weekly benefit amount payable. This amount is payable for weeks between 3/29/2020 – 7/31/2020. You do not need to do anything additional to receive the additional 13 weeks of PEUC or the additional $600 of PUC benefits.
Agency | Phone Number | Website |
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Minnesota Department of Employment and Economic Development |
Twin Cities Area: 651-296-3644 Greater Minnesota: 1-877-898-9090 |
https://uimn.org/applicants/ |
- Temporarily or permanently expanding paid leave: large employers across the U.S. (including Walmart, Apple, McDonalds, Uber, Instacart, and others) are revising their paid leave policies in response to COVID-19. Studies show access to paid leave can reduce employee absenteeism and employee turnover. The Minnesota Department of Health also notes that paid leave may help you avoid a costly, unexpected worker shortage due to widespread illness.
- Accommodating requests for part-time schedules: consider offering your full-time employees the option to work part-time (while maintaining their ordinary employee benefits). This may be helpful for workers facing a short-term disruption in childcare.
- Offering unpaid leave: in addition to offering part-time schedules, some businesses are offering employees the option to take unpaid time off (or sabbaticals). Even if a small number of employees are interested, this approach could result in a significant cost savings.
- Providing early retirement options: A short-term investment in voluntary retirement packages may benefit your employees while helping you cut costs.
- Thoughtfully implementing furloughs: Temporary furloughs (e.g., cutting one paid day per two-week pay period) may allow you to continue paying wages and benefits while reducing costs. Make sure to talk with your employees about your furlough strategy and adjust as necessary. For example, if you employ a married couple with children, you can help them cover childcare by ensuring they are furloughed on opposite schedules.
Maintaining your current workforce will help you avoid the expense of recruiting, hiring, and training new workers. The Shared Work Program will also allow you to resume full operations quickly when business conditions improve.
More Info
Employers are usually responsible for the cost of unemployment benefits paid to their workers. Given the unprecedented situation with COVID-19, Governor Tim Walz issued an executive order to relieve taxpaying employers of benefit charges associated with COVID-19. This means that any unemployment benefits your workers collect as a result of the pandemic will not be used in computing your future UI tax rate.
The Minnesota Legislature is also considering special measures to provide targeted financial assistance to businesses affected by COVID-19.
In addition to these financial resources, your local Small Business Development Center offers free consulting services from local business experts.
Under Governor Walz’s executive order, you may meet this requirement by seeking suitable employment that does not pose a risk to your health or to the health of others.
Agency | Phone Number | Website |
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Mississippi Department of Employment Security | 1-888-844-3577 | https://www.mdes.ms.gov/unemployment-claims/claims-information/ |
On-line filing is encouraged! A claim may be filed on-line at www.mdes.ms.gov twenty-four (24) hours a day, seven (7) days a week.
Online Unemployment Services
- Employer Names
- Addresses
- Phone Numbers
- Reason for Separation
- Dates of Employment
- Current Contact Information
- Driver’s License or
- State ID Number and Social Security Card
Agency | Phone Number | Website |
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Missouri Department of Labor and Industrial Relations | 1-800-320-2519 | https://uinteract.labor.mo.gov/benefits/home.do |
Weekly work search requirements are not required when there is a recall date within eight weeks of the temporary lay-off. If the recall date changes but is within the initial eight weeks from the last day worked, the employee must contact a Regional Claims Center representative to update the recall date.
An employer may apply for approval of an extended recall and work search waiver for employees of up to sixteen weeks. For more information about recall and extended work search waiver please visit labor.mo.gov/DES/Employers/extended_waiver.
These employees receive a portion of their unemployment benefits while working reduced hours.For more information about the eligibility requirements for Missouri’s shared work program, please visit www.sharedwork.mo.gov , email sharedworkinfo@labor.mo.gov or call 573-751-WORK (9675).
- The lay-off must be due to a lack of work
- The lay-off must be less than eight weeks in duration
- An employee is not on a leave of absence
- The employee is not receiving pay; for example, sick pay, vacation pay, family medical leave pay, etc.
- For more information about the Mass Claims Filing System, please call 573-751-0436.
For more information about employer tax rate calculations and the impact of benefit charges, please call 573-751-1995 or email esemptax@labor.mo.gov.
If the employer allowed this individual to telework and the individual chose not to accept that work, they would not qualify for benefits because they would not be unemployed. If the employer required the individual to stay home but did not offer telework, the individual might be eligible for benefits.
NOTE: The March 13, 2020, national disaster emergency declaration did NOT include individual assistance.
Agency | Phone Number | Website |
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Montana Department of Labor and Industry | 406-444-2545 | https://montanaworks.gov/Job-Seeker-UI-Claimant |
Montana requests that integrated partners report temporary closures, in Data Element B-20 as code 18 “Disaster Related Separation“ and include comments in Data Element B-33 “that the work stoppage is due to Coronavirus/COVID-19.”
Report reduction in hours in Data Element B-20 as code 11 “Still Employed, Hours Reduced by employer” and include comments in Data Element B-33 that the reduction in hours is due to Coronavirus/COVID-19 initiated by employer or staff inability to work due to Coronavirus/COVID-19.
Federal law requires those placed on a temporary layoff, related to the COVID-19 pandemic, to return to work if called back. Failure to do so when there is available work could be considered a "refusal of work" and potentially disqualify the claimant from receiving unemployment insurance benefits. To report refusals of work to the Montana UI Program, email uieservices@mt.gov. Please provide as much detail as possible regarding the claimant’s refusal of work, including: the claimant’s name, the date(s) they refused work, what type of work was offered, how was the work offered and by whom, and what was the reason given for not accepting the work. It is imperative we receive this information to minimize and prevent UI fraud. If you have any questions, please contact our eServices Customer Support at (406) 444-3834, select option 2, or email uiservices@mt.gov.
Keep watching our COVID-19 FAQ webpage for updates. We will also announce any changes using a variety of mediums including: our website, email, and social networks.
If the owner of the business is a sole-proprietor, partner, or LLC member whose LLC files as a partnership, those entities are not subject to UI and the owner would not eligible for UI benefits.
For more information please review section 3 of our Employer Handbook.
- If the employee’s unemployment is NOT related to the COVID-19 virus, there must be an approximate date they will return to at least 30 hours of work per week.
- If an employee is laid off or had their hours reduced due to the COVID-19 virus, they can be job attached regardless of their hours upon return. Since there is no certainty when the COVID-19 virus will allow employees to return to work, we recommend a return date of 9/30/2020. If work resumes sooner, then employees will simply stop filing and return to work.
- Please be advised that employees must remain in contact with their employer for available work while they are filing.
- Obtain the services of a private attorney;
- File a claim in court; or
- File a wage claim with the Investigations Section of the Employment Relations Division at the Montana Department of Labor & Industry.
- You can download the wage claim form here.
Agency | Phone Number | Website |
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Nebraska Department of Labor | 1-855-995-8863 | https://neworks.nebraska.gov/vosnet/ |
Mark the claim separation in Data Element B-20 as a code 18 (“Disaster Related Separation”) and include information in Data Element B-33 (“EmployerSepReasonComments”) that the separation is due to COVID-19. If the worker is receiving any type of pay while off work, please also include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment insurance eligibility is determined.
Another option would be to visit your local American Job Center where a representative can assist you. Wait times are long due to the unprecedented events, so you may want to call ahead.
If there are any issues with your claim, they will show up on the claim summary screen, and a claims adjudicator will contact you to discuss them further. We are addressing claims in the order they were received.
For updates, check this link regularly: dol.nebraska.gov/PressRelease/Details/141
If you receive any paid leave while you are under quarantine, from your employer, you must report that during your weekly certification as well.
If you do not have access to a computer, you can visit a local American Job Center where a representative can assist you. Due to unprecedented events, wait times are long. We suggest calling ahead to make an appointment.
Agency | Phone Number | Website |
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Nevada Department of Employment Training and Rehabilitation |
Northern Nevada: 775-684-0350 Southern Nevada: 702-486-0350 Rural Areas and Out of State Callers: 1-888-890-8211 |
http://ui.nv.gov/css.html |
Agency | Phone Number | Website |
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New Hampshire Department of Employment Security | 1-800-852-3400 | https://nhuis.nh.gov/claimant/ |
For all separations related to COVID-19, New Hampshire needs integrated partners to use Code 18 "Disaster Related Separation" in B-20 and include comments in B-33 that the work stoppage is due to COVID-19
- Creating a temporary Pandemic Unemployment Assistance program
- Expanding unemployment benefits to more workers, including self-employed, contractors, and furloughed workers
- Increasing unemployment benefits by $600 per week until July 31, 2020
- Making an additional 13 weeks of unemployment available to those who need it
- Waiving the normal one-week waiting period for unemployment benefit applications.
- The minimum New Hampshire unemployment benefit has been raised from $32 per week to $168 per week. With the CARES Act, this makes the total minimum unemployment benefit in New Hampshire $768 per week.
- Unemployment benefits can be paid for up to 39 weeks. Note: The additional $600 benefit is only available through July 31, 2020.
- Payment of unemployment benefits generally begin eight days from when a claim is filed. Anyone receiving a benefit needs to log in weekly to file a claim continuation if they wish to maintain payment.
- The State requirement to be actively seeking a job and submitting a minimum number of job applications per week has been suspended, as long as individuals intend to return to work.
,br/> If you apply for unemployment benefits, designate your employer’s mailing address as:
USNH Benefits Office
5 Chenell Drive, Suite 301
Concord, NH 03301
The Families First Coronavirus Response Act (FFCRA) requires USNH to provide paid, job-protected leave to you if you are eligible, in response to the ongoing COVID-19 pandemic.
Leave Reason | Duration |
FFCRA paid sick leave is available if you are unable to work, including telework, due to the following reasons:
|
Up to two weeks of pay |
FFCRA expanded family and medical leave (FMLA) is available if you are unable to work, including telework, because:
|
Up to two weeks without pay,* plus up to an additional 10 weeks with pay |
- For reasons (1), (2), and (3) above, USNH will pay up to $511 in base pay per day and $5,110 in aggregate over a two-week period.
- For reasons (4) and (6) above, USNH will pay up to $200 in base pay per day and $2,000 in aggregate over a two-week period.
- For reason (5) above, USNH will pay up to $200 in base pay per day and $10,000 in aggregate over a 10-week period. If you are supplementing your first two weeks of unpaid leave with FFCRA, paid sick leave will be capped at $200 per day, bringing the overall maximum to $12,000 for 12 weeks of FMLA.
Note: these policy revisions are not applicable to employees covered by a collective bargaining agreement (CBA).
While on furlough, employees will continue all current benefits they are enrolled in at their active employee rates. Employees will receive an invoice of premiums due and will be expected to submit payment on a monthly basis. Accrued leave benefits will carry forward to their return to work and they will not have access to lump-sum payouts of any accrued time off. They will be eligible to apply for unemployment benefits while on furlough.
The furlough policy supports our employees through the provision of continued access to healthcare and other benefits and will also allow campuses to maintain an employment relationship with these employees – supporting their ability to return to work quickly if and when business requires it.
Agency | Phone Number | Website |
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New Jersey Department of Labor and Workforce Development |
North New Jersey: 201-601-4100 Central New Jersey: 732-761-2020 South New Jersey: 856-507-2340 Out-of-state Claims: 1-888-795-6672 |
https://myunemployment.nj.gov/labor/ |
- Pandemic Unemployment Assistance: expands eligibility for individuals who are typically ineligible for Unemployment benefits, for example independent contractors, and self-employed and “gig” workers.
- Pandemic Unemployment Compensation: provides an additional $600 per week, on top of regular benefits, to all recipients of Unemployment Insurance; retroactive to the week ending April 4, 2020.
- Pandemic Emergency Unemployment Compensation: provides an additional 13 weeks of Unemployment benefits to all recipients.
- diagnosed with COVID-19 or experiencing symptoms and seeking medical diagnosis (please note, NJ is currently awaiting specific guidance from USDOL on this scenario)
- member of the individual’s household diagnosed with COVID–19
- providing care for family member or member of household who has been diagnosed with COVID-19
- individual is primary caregiver for child or family member unable to attend school or another facility closed due to COVID-19
- unable to reach place of employment due to an imposed quarantine or because advised by medical provider to self-quarantine due to COVID-19
- was scheduled to commence employment and does not have a job or is unable to reach the job due to COVID-19
- became breadwinner because the head of household has died from COVID-19
- quit his or her job as a direct result of COVID-19
- place of employment is closed due to the COVID-19 public health emergency
- self-employed / independent contractors / 1099 filers / farmers - and impacted by COVID-19
- seeking part-time employment but impacted by COVID-19
- does not have sufficient work history and impacted by COVID-19
- otherwise not qualified for regular or extended Unemployment benefits and impacted by COVID-19 (please note, NJ is currently awaiting specific guidance from USDOL on this scenario)
- exhausted all benefits under regular Unemployment and impacted by COVID-19 (but if combined UI and extended benefits reach 39 weeks, no additional benefits are currently available)
In this case you will need to gather the last two years of your tax returns or other evidence of income history, which will be necessary for processing your claim once the federal rules are established. The Pandemic Unemployment Assistance benefits can be paid retroactively for periods of unemployment, beginning on or after January 27, 2020. Additional details will be posted online as they become available.
- If there are glitches in DOL’s systems, keep trying.
- Please note that it’s not possible to save your online application and return to it; you must complete it and submit it all at once.
- Once you’ve submitted your application, you will receive a confirmation number at the end of your application; please record this. You will receive email instructions on how and when to claim benefits. If you don’t receive an email, you must phone the call center (see numbers below).
- North Jersey: 201-601-4100 >
- Central Jersey: 732-761-2020 >
- Southern Jersey: 856-507-2340 >
Due to high volume, we’re taking steps to ensure the stability of our online application. Each week you certify, check this link below to review the Social Security Number-based schedule to claim weekly benefits.
More Info
Regardless of the time you claim your benefit, your request for payment will be processed overnight.
- be sure you file for the right benefit program (see nj.gov/labor for information on employer-provided paid leave and other state benefits);
- filing online is the fastest;
- provide all required information;
- the system is experiencing record-high levels of demand. We understand that this can be extremely challenging for many New Jerseyans. We are working as quickly as we can to process claims. You will not lose a day’s benefits as all claims will be backdated to your first day of employment loss.
More Info
See additional Unemployment FAQs at myunemployment.nj.gov.
If your healthcare provider recommends quarantine outside of the above time frame due to your pregnancy and the risk of coronavirus you may be payable for a longer period of time. Your health care provider must provide the pre-existing diagnosis (pregnancy) and the duration you are expected to be out of work. For more information on benefits during pregnancy and newborn bonding click here.
Please take note that your employer has the ability to count both federal emergency childcare leave and your pregnancy/recovery leave against your total federal job-protection (FMLA) balance of 12 weeks per 12-month period.
- North Jersey: 201-601-4100
- Central Jersey: 732-761-2020
- Southern Jersey: 856-507-2340
In NJ, most workers have access to NJ Paid Family & Medical Leave benefits and it is against the law for an employer to retaliate against you for taking these benefits. Although you may not have job protection through FMLA for a leave related to your own medical condition, you may have job protection through the NJ Family Leave Act for a leave related to caregiving for a loved one or bonding with a new child.
Agency | Phone Number | Website |
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New Mexico Department of Workforce Solutions | 1-877-664-6984 | https://www.jobs.state.nm.us/vosnet/Default.aspx |
For all separations related to COVID-19, New Mexico needs integrated partners to use Code 18 "Disaster Related Separation" in B-20 and include comments in B-33 that the work stoppage is due to COVID-19.
- ONLINE
You can file your new (initial) UI claim online at www.jobs.state.nm.us.
Get connected to online services today! ¡Conéctese a los servicios en línea hoy! - PDF - 1-877-664-6984 TOLL-FREE TELEPHONE
You can also file over the phone by calling 1-877-NM-4-MYUI(1-877-664-6984). After following the automated prompts, your call will be transferred to a Customer Service Agent (CSA) who will complete your claim. The UI Operations Center is currently open 7:00am–7:00pm, Monday–Friday.
- Social Security Number (SSN)
- Mailing address and phone number(s) of employer(s) you worked for in last 18 months
- The starting and ending dates of your last job (or jobs if more than one employer in last 18 months)
- If you are a non-citizen, have your alien registration number and expiration date
- If you worked during the week you are filing your claim, be sure you know the gross amount (total dollars and cents before any deductions) of your pay before filing
- Pencil and paper to write down questions and instructions
If you do not have a return to work date, please select Discharged/Lack of Work due to COVID-19.
- Employers may lay off some or all of their workforce as a result of the impact of COVID-19; for example, a restaurant that sees a significant reduction in business due to lack of customers dining out during this time, or an event facility that cancels all events until a later date, or bus drivers who are out of work due to temporary school closures.
- Workers who are self-quarantined or directed to be quarantined, or who have immediate family who is quarantined.
- Workers who have their hours reduced as a result of COVID-19.
If you want to add a dependent and have already submitted your claim, go to your Home Page, select “View and Maintain Account Information” from the left-side menu, in the drop-down menu, select “Dependent Information” option and then add the dependent(s) on the screen provided.
If you want to change from debit card to direct deposit (or vice versa), go to your Home Page, select “View and Maintain Account Information” from the left-side menu, from the drop-down menu select “Payment Method Options and Tax Information.” From the Payment Methods Options and Tax Information, select the “Edit” button and make your change.
If you had an unemployment insurance claim prior to 2013 and have never logged into it online, enter your SSN and the last four digits of your SSN as your password. You will then be prompted to set up a password. Once your new password is set up, it will take you back to the login screen to enter in your SSN and new password.
If you have previously logged in but do not remember your password, please enter in your SSN and then select “forgot password”.
The department continues to strongly encourage anyone with internet access to apply and complete weekly certifications using our website at www.jobs.state.nm.us
Agency | Phone Number | Website |
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North Carolina Department of Commerce | 1-888-737-0259 | https://des.nc.gov/ |
North Carolina would like your assistance. Please send an email to our integrated partners with the following instructions regarding separations due to the Coronavirus. Request partners report temporary closures, in Data Element B-20 as code 1 “Temporary Layoff “ and include comments in Data Element B-33 “ that the work stoppage is due to Coronavirus.” Report reduction in hours in Data Element B-20 as code 11 “ Still Employed, Hours Reduced by employer” and include comments in Data Element B-33 that the reduction in hours due to Coronavirus initiated by employer or staff inability to work due to Coronavirus.
If you have any questions please contact me. Review the Governor's executive order regarding non-charging for employers.
- Have a positive DES Employer Account balance
- Pre-pay for all weeks filed on behalf of employees
- Only file an Attached Claim one time per year
- Only file for six weeks, and then employees must file UI Claims for themselves
Agency | Phone Number | Website |
---|---|---|
North Dakota Job Service | 701-328-4995 | https://www.jobsnd.com/unemployment-individuals/ |
CARES Act – Unemployment Insurance Benefits
The CARES Act includes expansion of unemployment insurance benefits:
- Expands eligibility for unemployment insurance and provides people with an additional $600 per week on top of the unemployment amount already offered by North Dakota Unemployment benefits.
- Pandemic Emergency Unemployment Compensation (PEUC) – provides an additional 13 weeks of benefits for regular claims that exhaust benefits and whose benefit year has not expired
- Weekly benefit amount is the same as what was paid on the regular claim
- Eligible to receives the $600 supplemental payment for each week certified
- Pandemic Unemployment Assistance (PUA)
- Available to those who do not qualify for a regular unemployment claim
- Receives the $600 supplemental payment for each week certified and found eligible
- The additional unemployment compensation provided is not considered “income” for purposes of Medicaid and CHIP
You can apply here for PUA benefits. Please know that the applications for these benefits will not be processed until the federal government provides guidance to the states on implementing this new program.
More Info
All individuals filing claims with a week ending date of March 14 and going through the duration of this pandemic situation WILL NOT be required to serve a waiting week
At this time, the federal government still has not provided the guidance necessary to program the new CARES Act programs and has told the states not to act until they have completed it. We have updated our systems to accept claim applications to PUA and PEUC but will not be processing these types of applications until we receive guidance from the US Department of Labor.
We have waived the waiting week and are currently back paying UI claims filed March 8 through April 4.
Following are some details explaining why you may have been denied regular UI benefits and what you should do next:
- Your earnings do not qualify you for regular unemployment insurance benefits
- If you receive a Monetary Determination noting that you are not eligible for benefits, you should file a claim using Pandemic Unemployment Assistance
- You filed a claim less than a year ago but you have used up all of your benefits (exhausted your claim)
- If you have received all of the benefits available to you on a claim you filed within the last year, you should file a claim using Pandemic Emergency Unemployment Compensation
- You are unemployed for a reason other than the pandemic
- If you are unemployed for a reason not related to the pandemic, you will need to follow normal procedures in place for state unemployment insurance benefits (click “File a Regular UI Claim”). The most common reasons for these types of denials will be if you quit a job or were terminated by your employer. You will be notified of your eligibility with a Non-Monetary Determination. This determination will provide you with information and actions you should take if you do not agree with the determination.
Agency | Phone Number | Website |
---|---|---|
New York Department of Labor | 1-888-209-8124 | https://applications.labor.ny.gov/IndividualReg/ |
This means that if you are found eligible for benefits, you will be credited from the first week of your claim (not the second week). It does not mean that you will be paid as soon as you open your claim.
You will not receive benefits during this period. Continue to claim weekly benefits as long as you are unemployed and meet the eligibility requirements. Also, check your mail and respond to any questionnaires or phone calls from DOL, right away, to prevent delays in your payments. If you are found eligible, you will receive any back weeks of benefits owed with your first payment. Youwill receive your benefits via direct deposit or bank debit card.
PUA is available for periods of unemployment between January 27, 2020 and December 31, 2020. The maximum benefit rate is $504, the same as the maximum benefit rate for regular unemployment insurance benefits. The minimum PUA rate is calculated by USDOL, quarterly, as 50% of the average weekly benefit amount in each state. For January 1, 2020 – March 31, 2020, the minimum benefit rate is $172. For April 1, 2020 – June 30, 2020, the minimum benefit rate is $182.
PUA is available for periods of unemployment between January 27, 2020 and December 31, 2020. The minimum PUA benefit rate is 50% of the average weekly benefit amount in New York. For January 1, 2020 – March 31, 2020, the minimum benefit rate is $172. For April 1, 2020 – June 30, 2020, the minimum benefit rate is $182. The maximum benefit rate is $504, the same as the maximum benefit rate for regular unemployment insurance benefits.
You can learn more information here: ny.gov/COVIDpaidsickleave. There are also additional protections for workers who are sick or have been directed to quarantine. For more information, please visit the New York State Department of Health’s COVID-19 website at: ny.gov/coronavirus.
If alternative options are not available, you may file a claim for unemployment insurance. You should consider obtaining medical documentation that identifies any work restrictions and submit that with your claim. If you are found ineligible for unemployment insurance benefits, you may be eligible for benefits under PUA.
- Are diagnosed COVID-19 or have COVID-19 symptoms and are seeking diagnosis;
- Have a member of the household who is diagnosed with COVID-19;
- Are providing care for a family or household member diagnosed with COVID-19;
- Are the primary caregiver for a child whose school or care facility closed, due to COVID-19;
- Are unable to reach their place of employment due to an imposed quarantine, or because advised by medical provider to self-quarantine, due to COVID-19;
- Were scheduled to start new employment and cannot reach the workplace as direct result of COVID-19;
- Became the major breadwinner because the head of household died from COVID-19;
- Quit their job as a direct result of COVID-19;
- Had their place of employment closed as a direct result of COVID-19; or
- Meet any additional criteria specified by U.S. Secretary of Labor.
Agency | Phone Number | Website |
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Ohio Department of Job and Family Services | 1-877-644-6562 | http://jfs.ohio.gov/ouio/index.stm |
- Online
-
File online unemployment.ohio.gov 24 hours/day, 7 days a week.
Note that we are experiencing slow processing times due to high claims activity. - Telephone
-
Call toll-free 1-877-644-6562 or TTY 1-614-387-8408.
EXTENDED CALL CENTER HOURS: Agents are available to assist with PIN resets and take initial applications Monday through Friday 7 AM - 7 PM, Saturday 9 AM - 5 PM, and Sunday 9 AM - 1 PM.
For any other calls, regular business hours are: Monday through Friday, 8 AM - 5 PM.
Please do not return the form if you do not have additions or corrections. Email the completed affidavit and documentation to UI_Respond@jfs.ohio.gov. You also could fax it to the number listed on the form.
If you received an email on March 27 or before notifying you of a new correspondence, that correspondence might not be available yet. If you receive an email on March 28 or later, that correspondence is ready to view.
Unemployment benefits will be available for eligible individuals who are requested by a medical professional, local health authority, or employer to be isolated or quarantined as a consequence of COVID-19, even if they are not actually diagnosed with COVID-19. In addition, the waiting period for eligible Ohioans to receive unemployment benefits will be waived.
This is a new program, which we look forward to implementing. Like other states, Ohio is waiting for further guidance from the U.S. Department of Labor on how to operationalize it. Once it is up and running, retroactive benefits will be provided. We will share more information as soon as we have it.
If earnings for the week are 20% or less of the claimant’s weekly benefit amount, then the full weekly amount may be payable. Earnings over 20% of the weekly benefit amount will reduce the payment dollar for dollar. If the weekly earnings are equal to or greater than the weekly benefit amount, then no benefit will be payable.
Please know that each claim is important to us. We understand the frustration the website and call center issues have caused during what is already a stressful time. We also understand the urgency of providing Ohioans with the resources they need to support their families. We are grateful for everyone’s patience as we build our capacity to process this unprecedented number of claims and assist all the Ohioans who need help.
Agency | Phone Number | Website |
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Oklahoma Employment Security Commission | 1-800-555-1554 | https://oesc.ok.gov/ |
In addition to finding the correct employer, if your separation was due to the business closing or reducing hours due to COVID-19, please mark your reason of separation as a lack of work.
Updates will be made to our website at ok.gov/oesc and our local Facebook pages as updates are made.
Email a copy of two forms of identification (one must be a photo ID) to IDVerification@oesc.state.ok.us. Your claim will be effective the Sunday during the week in which the claim is filed. Next you must file weekly claims each week you wish to claim benefits (starting immediately). The weekly claim is a series of questions you must answer which will determine if you have met the eligibility requirements for the week you are filing.
To receive payments to the debit card, you must activate the card by following the instructions sent with the card. To set up this recurring direct transfer, you must activate your card and then visit www.goprogram.com or call 1-866-320-8699 and use the automated system to enter your banking information.
If you wish to set up direct deposit without activating your card, you must visit www.goprogram.com. If you have previously been issued a debit card for payment within the past three years, your payment will be issued to that debit card unless otherwise specified. If you no longer have your previously issued debit card, please contact our payment processing vendor at 1-866-320-8699.
Do not throw the debit card away. It is valid for three years. If you have previously been issued a debit card for payment within the past three years, your payment will be issued to that debit card unless otherwise specified. If you no longer have your previously issued debit card, please contact our payment processing vendor at 1-866-320-8699.
The base period is the first four of the last five completed calendar quarters. You can access information about your claim by visiting unemployment.ok.gov and clicking the “Claimant Access” link. You can find information regarding recent activity, monetary entitlement, and determinations of eligibility.
If monetarily eligible, the weekly benefit amount will not be less than $16.00 nor more than the maximum allowed by law. In 2020 the maximum WBA is capped at $539.00. For example, if during your base period, your highest calendar quarter of taxable wages was $14,000, your weekly benefit amount would be $539. (Using this rule, $14,000 ÷ 23 = $608.70. The maximum benefit amount allowed by law for 2020 is $539, since $608.70 exceeds that amount, your weekly benefit amount would be $539.).
An individual shall be disqualified for benefits if he or she has been discharged for misconduct connected with his or her last work. The applicable law regarding this topic can be found in the Oklahoma Employment Security Act under Section 2-406.
An individual shall be disqualified for benefits for leaving his or her last work voluntarily without good cause connected to the work, if so found by the Commission. There are certain provision for leaving work due to compelling family circumstances. Additional information regarding this topic can be found in the Oklahoma Employment Security Act under Sections 2-404 and 2-210.
Agency | Phone Number | Website |
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Oregon Employment Department | 1-877-345-3484 | https://secure.emp.state.or.us/ocs4/ |
This extension is effective the week starting March 29, 2020 and ends December 26, 2020. This extension adds 13 weeks of benefits to a regular claim for those that are eligible.
There are two ways to be eligible.
- Option 1:
- Your claim balance is $0,
- Your claim has not yet expired, and
- You do not have a regular claim available in another state, Canada, or through another federal program.
- Option 2:
- Your last valid claim expired July 6, 2019 or later, and
- You do not have a regular claim available in Oregon, another state, Canada, or through another federal program.
In the meantime, follow these instructions:
- Continue to make weekly claims for weeks that you are requesting unemployment benefits, and
- If your address has changed, update your address with us. You can do this by using the Online Claim System and select the option to change your address or by calling your local WorkSource Oregon office.
- Be able to work;
- Stay in contact with your employer; and
- Be available to work when your employer calls you back to work.
- Note that when filing an online claim, our systems require you to enter your work search. You can bypass this by marking the temporary layoff option.
- During your temporary layoff period, please keep a written work search log in case it is requested in the future.
- Quarantined by their health care provider, or by advice issued by public health officials to self- quarantine due to possible risk of exposure to, or spread of, the novel coronavirus, but they are not sick;
- Home sick because of the novel coronavirus or a condition with similar flu like symptoms and they have not turned down an offer of work since they began being at home due to the sickness; or
- Hospitalized, or in other institutionalized care, due to the novel coronavirus, but for less than half of the week, and they did not turn down an offer to work that week.
A person will be considered “actively seeking work” if they are willing to look for work when state and local emergency declarations related to the coronavirus expire or otherwise are no longer in effect.
- You were sick or injured for less than half of the week; or
- You have a long-term condition preventing you from working, but you can still do some work.
More Info
Agency | Phone Number | Website |
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Pennsylvania Department of Labor and Industry | 1-888-313-7284 | https://www.uc.pa.gov/unemployment-benefits/ |
The Pennsylvania Department of Labor & Industry has asked us to update you regarding the processing of the significant number of unemployment compensation claim applications in their state due to the Coronavirus pandemic. As a change to the information previously provided, please note that if a worker is separated due to Coronavirus, employers will be not be charged for UC benefits, and relief from charge determinations will be issued automatically, although it may take more than the normal 90-day processing time for those determinations to be issued. In addition, we request that employers do not complete and return Request for Relief from Charges (UC-44FR) forms for any workers separated due to Coronavirus.
If a worker is separated due to Coronavirus, please continue to mark the claim separation in Data Element B-20 as a code 18 “Disaster Related Separation” and include information in Data Element B-33 “EmployerSepReasonComments” that the work stoppage is due to Coronavirus. This will protect your clients from incurring charges from the unemployment insurance claim.
If the worker is receiving any type of pay while off work, please also continue to include that information in Data Elements B-26.1 through B-26.7 to ensure proper unemployment compensation eligibility is determined.
If the educational entity where you are employed is shut down by order of the Governor, "Lack of work" should be provided as the reason for separation.
Please note that your eligibility may end when the normal 2019-2020 school year ends and the summer period between school terms begins.
If you are a salaried employee and continue to receive your regular salary payments and benefits during the COVID-19 shutdown, you are not considered unemployed, and should not file a claim for benefits.
Eligibility for weeks filed beyond the end of the regularly scheduled academic school year will be subject to an investigation and will be denied if it is determined that the school employee has been given reasonable assurance of returning to work with the school employer for the following school term (2020-2021).
Effective March 16, 2020:
- Work Search and Work Registration requirements are temporarily suspended for all UC claimants.
- The Waiting Week requirement is also been temporarily suspended. This means that new claimants who are approved for UC benefits will receive payment for their first week of unemployment.
You must continue to file your bi-weekly claim as directed in your "Claim Confirmation Letter" that you will receive in the mail, even if you are still waiting for your benefit eligibility to be determined. Familiarize yourself with all requirements to receive benefits from the UC program.
After receiving your PIN in the mail, you can go online to check the status of your claim and see when to expect your payment. Keep your PIN in a safe, easy-to-remember place.
You may also be eligible for paid sick leave as provided under the federal Families First Coronavirus Response Act. Learn more at the U.S. Department of Labor website.
You should exhaust any paid leave available to you before filing a UC claim.
Before returning to work, please consult the PA Department of Health guidance on home isolation or quarantine and returning to work after COVID-19 exposure.
You may also be eligible for paid sick leave as provided under the federal Families First Coronavirus Response Act. Learn more at the U.S. Department of Labor website.
You should exhaust any paid leave available to you before filing a UC claim.
Before returning to work, please consult the PA Department of Health guidance on home isolation or quarantine and returning to work after COVID-19 exposure.
- Most paid leave will provide 100 percent of your usual pay, while unemployment benefits typically pay between 50 to 70 percent, depending on your circumstances.
- Paid leave may be available immediately and allow you to keep receiving a paycheck; it typically takes two to four weeks to receive UC benefits.
- You may file a UC claim if you know you will exhaust your paid leave. You must report all income received from any source, including paid leave.
Additionally, you may be eligible for paid sick leave or expanded Family and Medical Leave (FMLA) as provided under the federal Families First Coronavirus Response Act. Learn more at the U.S. Department of Labor website.
You may also be eligible for paid sick leave as provided under the federal Families First Coronavirus Response Act. Learn more at the U.S. Department of Labor website.
You should exhaust any paid leave available to you before filing a UC claim.
If you or your employer is unsure of your risk to COVID-19, the PA Department of Health has created a "risk assessment tool" to help businesses make decisions about operations and employee and customer safety during the COVID-19 outbreak.
Before returning to work, please consult the PA Department of Health guidance on home isolation or quarantine and returning to work after COVID-19 exposure.
- Work Search and Work Registration requirements are temporarily suspended for all UC claimants. Claimants are not required to prove they have applied or searched for a new job to maintain their UC benefits. Claimants are also not required to register with PACareerLink.pa.gov.
- The Waiting Week is temporarily suspended for all UC claimants. Previously, eligible claimants would not receive compensation for the first week of unemployment. Eligible claimants may now receive benefits for the first week that they are unemployed.
Calculate Weekly Benefit Rate
If you or your employer is unsure of your risk to COVID-19, the PA Department of Health has created a "risk assessment tool" to help businesses make decisions about operations and employee and customer safety during the COVID-19 outbreak.
If sending the documents via email, please send to greencard@pa.gov with the email subject as: First & Last Name.
If mailing, please mail to:
-
651 Boas Street
Central Office, Room 625,
Attn: Jen M.
Harrisburg, PA 17121
Paid leave is typically available immediately and pays the employee at a higher rate than UC, which may take two to four weeks to receive and may replace only 50 to 70% of typical pay.
Employees who do not have access to paid leave, or have exhausted their paid leave, may be eligible for UC.
If they are not receiving paid time off, they may be eligible for UC benefits.
If you are unsure of your employees risk to COVID-19, the PA Department of Health has created a "risk assessment tool" to help businesses make decisions about operations and employee and customer safety during the COVID-19 outbreak.
Before they returning to work, you and your employees should consult the PA Department of Health guidance on home isolation or quarantine and returning to work after COVID-19 exposure.
For more information on operating your life-essential or waiver-approved business during the COVID-19 pandemic, please see the PA Department of Health guidance for business operations during the COVID-19 pandemic.
If they are not receiving paid time off, they may be eligible for UC benefits.
If you are unsure of your employees' risk to COVID-19, the PA Department of Health has created a "risk assessment tool" to help businesses make decisions about operations and employee and customer safety during the COVID-19 outbreak.
Before they returning to work, you and your employees should consult the PA Department of Health guidance on home isolation or quarantine and returning to work after COVID-19 exposure.
For more information on operating your life-essential or waiver-approved business during the COVID-19 pandemic, please see the PA Department of Health guidance for business operations during the COVID-19 pandemic.
If they are not receiving paid time off, they may be eligible for UC benefits.
Before they returning to work, you and your employees should consult the PA Department of Health guidance on home isolation or quarantine and returning to work after COVID-19 exposure.
For more information on operating your life-essential or waiver-approved business during the COVID-19 pandemic, please see the PA Department of Health guidance for business operations during the COVID-19 pandemic.
However, if you are a business that has had to close either temporarily, consider layoffs, or is financially at-risk for permanent closure the Rapid Response Assistance Program is available to assist you with a variety of services and resources to help you and your employees. You can reach the Rapid Response team via email at RA-LI-BWPO-Rapid@pa.gov.
Additional resources for businesses are available through the PA Department of Community and Economic Development.
PUA is a separate program from regular UC. Small business owners and self-employed individuals are not eligible for regular UC.
Small businesses may qualify for a small business loan through the PA Department of Community and Economic Development, or for other programs available through the Small Business Administration including the Paycheck Protection Program.
If you are experiencing a business downturn, you can use L&I's Shared-Work program to avoid employee lay-offs. Additional resources for businesses are available through the PA Department of Community and Economic Development.
However, if you are a business that has had to close either temporarily, consider layoffs, or is financially at-risk for permanent closure the Rapid Response Assistance Program is available to assist you with a variety of services and resources to help you and your employees.
- Reimbursement of benefit charge payments paid during the weeks of the disaster declaration related to COVID-19 pandemic has been extended to 120 days from the date of the billing statement, or
- If you are unable to pay within 120 days, please contact us to discuss repayment options
- The best way to contact us is by logging into your account your account at www.uctax.pa.gov
- Select Inquiries from the menu
- Select Submit Inquiry
- Choose COVID-19 from the subject list
- Interest will begin to accrue effective January 1, 2021.
- Reimbursement of benefit charges not related to the COVID-19 pandemic will continue to have a due date within 30 days of the billing statement.
If you are not regularly eligible for UC, you should NOT file a claim through the traditional UC system; rather, please file a claim for PUA benefits.
UC claimants should now be receiving the FPUC payments, which are paid approximately one week after regular UC benefits are paid. Once the PUA Program is making payments, FPUC payments will be made retroactively for any backdated weeks of benefits for weeks ending April 4, 2020 and later. The $600 per week will be separate payments from your bi-weekly benefit.
UC claimants should now be receiving the FPUC payments, which are paid approximately one week after regular UC benefits are paid. Once the PUA Program is making payments, FPUC payments will be made retroactively for any backdated weeks of benefits for weeks ending April 4, 2020 and later. The $600 per week will be separate payments from your bi-weekly benefit.
Please note that the extra $600 FPUC per week will affect eligibility for SNAP.
We are still awaiting guidance on any effects FPUC may have on other forms of public assistance, including TANF.
Agency | Phone Number | Website |
---|---|---|
Rhode Island Department of Labor and Training | 401-243-9100 | http://www.dlt.ri.gov/ui/ |
For all separations related to COVID-19, all Rhode Island needs is for integrated partners to use Code 18 "Disaster Related Separation" in B-20. No comments are necessary
- If you have been laid off, or your hours have been reduced, you may be eligible for regular unemployment insurance.
- If you are an independent contractor, gig worker, self-employed, or a small business owner, you may be eligible for Pandemic Unemployment Assistance, the new federal program that expands unemployment insurance eligibility to individuals who are not ordinarily covered by the regular UI program.
- If you were denied regular unemployment insurance because of monetary ineligibility (i.e. insufficient qualifying wages/inconsistent employment history), you may be eligible for Pandemic Unemployment Assistance.
- If your place of employment remans open, but you are unable to work as a direct result of COVID-19, you may be eligible for unemployment compensation, if and only if, you can demonstrate good cause for voluntarily leaving your job when work is available.
- You were paid at least $2,100 in one of your base period quarters, and
- You were paid total base period taxable wages of at least one and one-half times your highest single quarter earnings, and
- You were paid total base period taxable wages of at least $4,200.
If you have dependent children under 18 years of age you may be entitled to a dependency allowance. Children with disabilities over the age of 18 may also qualify for the allowance. The dependency allowance is limited to 5 dependents and is equal to 5% of your weekly benefit rate for each dependent. There is a $15 minimum per dependent.
That can take as little as 24 hours. If it needs any kind of staff review (for complex employment history or sources of income, for example), it will take more time – typically 7-14 days. The UI team will reach out directly if they need any additional info, and you will receive an email as soon as your claim has been processed. Again, please refrain from calling the call center to check on the status of your claim.
- Confirming out of state wages – if you have worked out of state, we must request your wage records from that state, which can slow down the processing.
- Alternate calculation of benefits – if you do not have qualifying wages in the standard “base period,” we will run an alternate calculation or even wait to the start of the next quarter to review new wage records.
- Errors on the initial claim – A typo on your date of birth or social security number may delay processing.
- Adjudication – if there are questions about your reason for separation, or other details of your claim, a staff member may request additional information or an interview to determine your eligibility
When you initially file, you will have the option to select your payment method, either direct deposit or electronic payment card (EPC). We strongly recommend payment via direct deposit to reduce delays in receiving your benefit. Once a payment has been authorized, it is generally deposited in 48 hours.
Agency | Phone Number | Website |
---|---|---|
South Carolina Department of Employment and Workforce | 1-866-831-1724 | https://dew.sc.gov/individuals/apply-for-benefits/claims-process |
“We have been in contact with the South Carolina Department of Employment and Workforce regarding the significant number of unemployment insurance claim filings in their state due to COVID-19. We are sending this communication to ensure all TPAs report any separations for work through SIDES the same way to ensure eligibility for an unemployment insurance beneficiary is not interrupted and an employer is not charged for UI benefits claimed as a result of this situation.
If a worker is separated due to COVID-19, mark the claim separation in Data Element B-20 as a code 18 “Disaster Related Separation” and include information in Data Element B-33 “EmployerSepReasonComments”
If the worker is receiving any type of pay while off work, please also include that information in Data Element B-33 “EmployerSepReasonComments” to ensure proper unemployment insurance eligibility is determined.”
Since receiving the guidance from the Department of Labor, we have been working tirelessly with our vendor partner to expedite the massive system upgrades and changes that are required to accept the following temporary federal programs.
In an effort to expedite the process and put money into your pockets, we’re rolling out the program in phases and we’re committing to paying out the benefits prior to receiving the federal funding for these programs.
Federal Pandemic Unemployment Compensation (FPUC) will provide an additional $600 per week, in addition to normal unemployment insurance benefits, to eligible claimants. We will begin making payments by the week ending April 18.
Pandemic Unemployment Assistance (PUA) provides compensation for individuals who weren’t previously found eligible for unemployment benefits. We anticipate being able to accept claims for PUA no later than the week ending April 25.
Pandemic Emergency Unemployment Compensation (PEUC) will provide up to 13 additional weeks of benefits to those who have already exhausted their standard state UI benefits of 20 weeks. We anticipate being able to accept and process PEUC claims in the coming weeks.
The CARES Act provides PUA, which expands the pool of potentially eligible Claimants as follows:
- Individuals who file a 1099 o Self-Employed Individuals o Church Employees
- Independent Contractors o Gig Economy Workers
- Claimants who have exhausted their regular UI Benefits
For regular UI, employees included in an Employer Filed Claim are exempt from weekly work searches, but any claimant who has lost work due to COVID-19 is excused from the weekly work searches, whether the claim is filed by the employer or the claimant.
In addition, it helps prevent accidental fraud. For instance, if a worker is laid off on Monday, they could potentially get part-time work on Tuesday which might affect eligibility of the UI claim.
There are many variables that affect this question. Such as:
- When the employer files the claim.
- How quickly the worker certifies the claim.
- Eligibility status.
- When an employer responds to separation information.
- And more.
If the employee is new to the system they will click the “I am new here. I need to Register Now!” This is a two-step process:
- Creating their credentials (username and password).
- And then logging into the system using their new credentials and creating an account.
An employee has up to two weeks after the employer submits the weekly claim to certify, but this will delay your UI benefits payment – the payment will not be initiated by the system until you certify for the week.
Agency | Phone Number | Website |
---|---|---|
South Dakota Department of Labor and Regulation | 605-626-3179 | https://dlr.sd.gov/ra/individuals/file_claim.aspx |
- Social Security Number
- Driver’s license number or other state identification number
- Your employment history for the last 18 months, including business names, complete addresses and phone numbers of all employers
- The name and local number of your union hall, if you obtain work through the union
- Your Alien Registration Number if you are not a U.S. Citizen
- Your SF-8 and SF-50 forms if you are a federal employee
- Your DD214 if you served in the military
- You must be partially or totally unemployed through no fault of your own.
- You must have sufficient wages in the base period to establish a monetary entitlement.
- You must be a US citizen or legally authorized to work in the US.
- You must be able and available to accept work.
- You must be actively seeking work, unless we’ve told you otherwise.
- You must be registered with your states designated workforce agency.
If you are exempt from having to search for work due to being on recall to return to work for your employer, you MUST notify the department of any changes in your recall status. If you are no longer on recall to go back to work for your employer, you must reopen your reemployment assistance claim immediately to receive the proper work search instructions.
Both you and the Internal Revenue Service will receive a year-end statement (Form 1099-G) in January, indicating the total amount of RA Benefits paid to you for the previous calendar year. The total also includes benefits you may have paid back because of an overpayment.
Most businesses need to complete a Registration Form 1. Special registration forms are also available for 501(C)(3) organizations (Form 1NP) and political subdivisions (Form 1PS).
If you are a domestic employer and want to report annually, submit Form DE - Domestic Employer Application to Report and Pay Annually - by December 31st to be effective the following calendar year.
To submit your completed form by mail:
Reemployment Assistance Division - Tax Unit
SD Department of Labor and Regulation
P.O. Box 4730
Aberdeen, SD 57402-4730
Or fax it to:
605.626.3347
- Employed one or more individuals (full- or part-time) in 20 different calendar weeks in the current or preceding calendar year;
- Paid wages of $1,500.00 or more in a calendar quarter in the current or preceding calendar year;
- Are covered under Federal Unemployment Tax Act (FUTA) and unemployment insurance laws of another state;
- Acquired all or a portion of a covered business;
- Paid wages for agricultural employment of $20,000 or more in a calendar quarter or employed 10 or more individuals for some portion of a day in each of 20 different calendar weeks in the current or preceding calendar year;
- Paid wages for domestic employment of $1,000 or more in a calendar quarter in the current or preceding calendar year; or
- Have proof of 501(c)(3) non-profit status with IRS and employed four or more individuals in 20 different calendar weeks in the current or preceding calendar year.
South Dakota residents who work in another state should be reported to the state where the work is being performed, not South Dakota. If their work is not localized in one state, such as truck drivers and salespeople, they should be reported to the state where they receive their direction and control. Do not report based on residency. Report based on where the work is being performed.
Registration forms submitted by mail, fax, e-mail, or in-person can take approximately two to three weeks to assign an account number and tax rate. This information will be mailed to you along with a Notice of Liability in a new employer's packet.
- Print the Quarterly Wage Report and mail it along with your registration. See the tax rates tables below for the correct tax rate to use.
- Call the Reemployment Assistance Tax Unit at 605.626.2312 to have a report faxed or e-mailed to you.
- Fax a request to the Reemployment Assistance Tax Unit at 605.626.3347 to have a report faxed to you.
- Contact your local Tax Representative using the contact information on our field locations page.
Taxable Wage Base* | ||||||
2009 | 2010 | 2011 | 2012 | 2013 | 2014 | 2015 & after |
$9,500 | $10,000 | $11,000 | $12,000 | $13,000 | $14,000 | $15,000 |
- The worker is free from control or direction of the performance of the contract for services, and
- The worker must be engaged in an independently established trade, occupation, or business.
- Full name and social security number;
- Places of work within South Dakota;
- Date hired, rehired, or returned to work after temporary or partial layoff;
- Date of termination of employment;
- Information covering the termination, including if the termination occurred by voluntary action of the individual, or by discharge, and complete reason for the termination;
- The cause of all time lost due to unavailability for work occurring within any week;
- Hours worked and wages earned in each pay period, and the total wages for all pay periods ending in each quarter of the year, including the cash value of the other remuneration, and the amount of all bonuses or special commissions;
- Hours worked and wages earned in exempt employment.
Credit Card payments are accepted for outstanding debts, but cannot be used when filing your quarterly report.
Background
In 2006, the South Dakota Legislature adopted a comprehensive package to put the South Dakota Unemployment Insurance Trust Fund on a path to improved solvency. One of the pieces was an assessment of interest on experience-rating accounts that have maintained a negative balance.
The South Dakota Unemployment Insurance Trust Fund is held by the U.S. Treasury, where it earns interest. In 2007, the average interest earned was 4.82 percent. The South Dakota Legislature decided that employers whose experience-rating account balances were negative and had become more negative compared to the balances as of December 31, 2006 will be charged interest equivalent to the interest rate earned by the Trust Fund.
Details
For those employers whose experience-rating account has had a negative balance at the end of each quarter for the last two calendar years and whose balance is more negative now than it was as of December 31, 2006, their account will be assessed interest at a rate equal to the rate the U.S. Treasury pays on the Trust Fund.
During February of each year, those employers will receive notice of interest due. The interest is payable in four equal payments due on the last day of each quarter. Effective July 1, 2011, this interest payment is credited to your Unemployment Insurance Experience-Rating Account. Negative account balances prior to December 31, 2006 will be not charged.
Example
If your account balance at rating time for the 2009 tax rates is a negative $2,000 and if your account balance on December 31, 2006 was a negative $1,000, you will pay interest on the $1,000 difference. The average 2008 interest rate earned by the Trust Fund (4.78 percent) times $1,000 equals $47.80. Rate schedules for employers who maintain a positive account balance will not change.
Agency | Phone Number | Website |
---|---|---|
Tennessee Department of Labor and Workforce Development | 1-877-813-0950 | https://www.tn.gov/workforce/unemployment.html |
Check the website at www.tn.gov/workforce. If you believe you may be eligible for Pandemic Unemployment Assistance go ahead and file your claim.
If you fail to return to work or accept suitable work when offered you are no longer eligible for unemployment benefits. Any benefit you collect after refusing work will result in an overpayment and must be paid back. Refer to the "How to File" article on the helpdesk at lwdsupport.tn.gov.
No, if your employer filed an employer Partial/Employer filed claim, the state has all your information. Log into Jobs4TN.gov to monitor your claim. If you are not sure which list your employer filed, please ask to avoid confusion and delays.
- If the furlough is fully paid furlough the answer is no.
- If your pay was cut or eliminated the answer is yes.
- If you are still making more money than what your “Weekly Benefit Amount” (as listed on your monetary determination letter) then simply do not certify as they are still considered employed.
- If you are making less than your Weekly Benefit Amount, then certify each week on Jobs4TN, report the earnings and the system will adjust your benefit.
Reset your password by clicking "Forgot Username/Password" on the home page on Jobs4TN.gov. If this doesn't work, leave a message with the CST Team at 844-224-5818 or email them at lwd.support@tn.gov to request a password reset. Then wait for an agent to reach out for assistance. An instruction page on resetting your password can be found here.
- Pandemic Unemployment Assistance - Can provide 39 weeks of eligibility for individuals who have traditionally been ineligible for UI benefits, if they meet requirements. (Self-employed, gig workers, independent contractors)
- Pandemic Unemployment Compensation - An additional $600 per week, on top of regular benefits, to all UI recipients; and,
- Pandemic Emergency Unemployment Compensation - Can provide an additional 13 weeks of UI benefits to eligible claimants.
- Are diagnosed COVID-19 or have COVID-19 symptoms and are seeking diagnosis;
- Have a member of the household who is diagnosed with COVID-19;
- Are providing care for a family or household member diagnosed with COVID-19;
- Are the primary caregiver for a child whose school or care facility closed, due to COVID-19;
- Are unable to reach their place of employment due to an imposed quarantine, or because advised by medical provider to self-quarantine, due to COVID-19;
- Were scheduled to start new employment and cannot reach the workplace as direct result of COVID-19;
- Became the major breadwinner because the head of household died from COVID-19;
- Quit their job as a direct result of COVID-19;
- Had their place of employment closed as a direct result of COVID-19; or
- Meet any additional criteria specified by U.S. Secretary of Labor.
To apply for PUA, claimants will need to file an unemployment claim on Jobs4TN.gov or call (844) 224-5818. Filing online is the fastest, most efficient way to receive your benefits. Due to high call volume, you will experience extended wait times when applying by phone.
More Info
Agency | Phone Number | Website |
---|---|---|
Texas Workforce Commission | 1-800-939-6631 | https://www.twc.texas.gov/jobseekers/unemployment-benefits-services |
TWC evaluates your unemployment benefits claim on a case by case basis based on you meeting three (3) requirements:
- Past Wages: Your past wages are one of the eligibility requirements and the basis of your potential unemployment benefit amounts.
- Job Separation: To be eligible for benefits based on your job separation, you must be either unemployed or working reduced hours through no fault of your own. Special considerations on a case by case basis are being applied relative to coronavirus depending on the circumstances. You will not be considered unemployed if you are receiving paid time off.
- Ongoing Eligibility Requirements: In addition to the past wages and job separation eligibility requirements, there are requirements you must continue to meet to stay eligible and you may find those online under “See Ongoing Eligibility Requirements for Rece