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- Jan 31, 2014
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Because you COULD quit and file unemployment that you couldn't stay employed there due to harassment. You have a SOLID harassment hostile work environment. Too bad they don't video tape in there so you could have proof of bad behavior.Why is unemployment being discussed? I didn't ask about unemployment or filing a case or anything. I asked what the best way to answer a yes or no question is if neither yes nor no are appropriate answers. So if asked, do cats purr and a "yes" answer is not correct and neither is "yes, cats do purr" or anything along those lines, what is the right answer if anything???
Artiesmom wrote out exactly what I was going to say. I only shared this with you as my union body was discussing our options=one of the items that came up was in regards to unemployment-and one of them said yes if you quit for just cause=sexual harassment, other harassment=just can't get along with manager etc document. document. document. Mass has much better unemployment than NH.
The Unemployment Insurance program is mostly federally funded and thus the laws are all the same, the only differences are very small interpretations which are always up to challenge. Yes, laws change and evolve over time, indeed very little since the beginning in 1931, but those also are nationwide and most of them give people MORE leeway, not less, like a domestic partner of either sex is now treated like a spouse: at one time it did not even matter that a person was married and left a job because the other one was transferred out of state with no chance of the remaining spouse also getting a transfer with his/her employer. Before that law was changed it had to be the person with the higher salary being transferred, and so it went. Relatively small changes with big impact.
A termination requires misconduct which has to be shown by the employer for the employee to be disqualified, a genuine quit (being asked to quit is a termination) requires the employee to show that it was for good cause and that is where it becomes difficult. In this present case it is difficult to determine if it is a termination or a layoff for lack of work because the separation from work falls under union rules as far as who gets laid off first. I would need to speak to the employer first to determine that and what the deal is with the disability payments, is that person still considered to be employed under the present circumstances. Can't tell that from here.
One of the employees called the HR department - they said as long as employees on short/long term company disability follow the demands of the insurance company=they can stay on disability-not sure if they qualify for severance package=I would think they COULD. Since they are STILL employed by said company up until march 30 discharge date.
ok gonna catch up on reading.