Can this person collect unemployment in Connecticut?

Question

I have an employee who has worked with me part time for 8 weeks as a W-4, earning an average of $228/week. If she were to quit and claim that she dislikes the "instability" of the office, would she be able to collect unemployment? Or would I have to fight her in court to prove the stability of my business and atmosphere?

Answer 1

No, if she quits, she cannot collect.  You'd have to fire her, and fire her without cause.

Answer 2

As a general rule, if your employee quits on her own when she was not told she would have her hours reduced, she cannot collect unemployment in any state.  If you fired her or laid her off, then you will have to pay unemployment for sure.  If you keeping telling her sorry, no work for you today and don't come in and by the way, you are noting going to be receiving money either when you told her to expect full employment 8 weeks ago, chances are, you will have to pay something.

I have provided a link to the unemployment agency eligibility requirements.  Based on what you explain, the employee is not eligible.

As an employer you should as a general business practice try to make the company as stable as possible.

Also understand this, if she wants, she can summon everyone in your office to testify, including past employees if she knows where they are.  Your business will be compared to other business of the same size in your industry.

To me, while it may seem like she is a pill, it appears she cares about your business and has ideas in hearing her out.  My suggestion in this case is always be straight with all your employees.  Try to be calm and sit down with her and ask her specifically what is troubling her. If what she says is unfounded in your opinion, the best thing to do is let her finish talking-don't interrupt and try to explain to her why you are running the business the way it is.  Also conclude that if she has suggestions, you would welcome all suggestions she may have.

I have managed many employees that have had a variety of problems.  I have always found being nice and polite with all employees and making them feel inclusive and giving them a sense of ownership to their work, something they can take pride in and know I understand their situation it all goes away.

Don't let your own employees feel the company is an unstable workplace.  Chances are if what you say is true, everyone else feels the same way and you are not managing them well.  I'm sorry, I don't even know you and don't mean to be critical.  

In my view you will have no problems defending yourself, but it does certainly appear, you need to go to school yourself and take a look if you aren't micromanaging so much everyone is waiting for you to make the simplest decisions before they can move.  It is very rare if a person quits on their own, they will win in the hearing.

Answer 3

1. It is possible, although rare, that a person who quits may be eligible for unemployment.  This can happen if one of two ways.  First, if the person quits to take another job, but is then laid off from the new job.  Second, if the person can show that they had a good reason for quitting.  New York once accepted needing to move from one state to another because a same-s*x partner's employer was transferring her (that happens more often with opposite-s*x married persons, but receives less publicity then).  Mere "dislike" for the "instability" would not be sufficient.  However, "stress" caused by the "instability" might be sufficient, especially if it led to health problems, which might include mental illness.  However, if the person was unable to work at all, not merely unable to work in your workplace, then the person would not qualify for unemployment, but might qualify for disability benefits.

2. As of 1997, a person who had worked during only one calendar quarter was not eligible for unemployment in Connecticut.  This is currently the case in many states (perhaps all) and was the case in Connecticut in 1997; I do not know if it is the case in Connecticut now.  However, work for all past employers for a 12 month period is considered in calculating unemployment benefits, not just work for the most employer.  On the other hand, work during the calendar quarter in which the person files and, in most states, the previous calendar quarter does not count (the 12 month period is usually the first 4 of the 5 quarters immediately prior to filing), so the person might have to wait until October to file for work for you to count.