Unemployment claims can be extremely expensive for your company. In some cases, former employees attempt to file claims that are unjustified. Some employers don’t fight these claims because they don’t realize how expensive these can be for their businesses. There are many steps you can take to prevent unemployment claims, especially unjustified claims, against your company.
You’re required to pay unemployment taxes on qualifying employees. When an employee files an unemployment claim and it is successful, your unemployment taxes will increase. That’s why an important part of labor law is learning how to avoid successful unemployment claims against them.
Any time an employee leaves your company, you’ll have to deal with the issue of unemployment benefits. It’s a good idea to work with an attorney to come up with a plan for managing employment so that you won’t have unexpected problems. If an employee quits in Arizona, he or she is not eligible for unemployment. The only exception is if the person quits for an excellent reason such as a hostile work environment or a health or safety threat.
Business law attorneys will advise you to document an employee’s behavior carefully before you terminate his or her employment. Be careful not to make the work situation hostile or overly difficult for the employee or you may make yourself vulnerable to a future claim or lawsuit. There are federal laws that protect employees against hostile work environments.
Instead, document performance problems with a system of warnings followed by termination. Your attorney can give you advice on how to structure a good warning system. Always follow the system unless the situation is very serious. In that case, contact your attorney. That way you have documented the cause for firing the employee. In some cases, an employee fired for cause may still be able to collect benefits, but through proper documentation, you have significantly lowered the chances.
If you lay off employees, they will be eligible to collect unemployment benefits after any severance pay you have provided has expired. Many companies provide laid off employees with job search services so that they are able to quickly find employment. This lowers the chances that they will file for unemployment benefits.
One of the most common issues in business law is sexual harassment. Although there are many parts of business law that address the problem of harassment, it is still an issue in many workplaces. Your company needs to take action to prevent harassment. One of the fundamental steps you must take is to create a strong anti-harassment policy. A well-written policy will help you in more than one way. It will help you avoid many business law problems. It will communicate expectations and will help your team understand what steps to take if harassment occurs.
Many companies consult with a business law expert when they create their anti-harassment policies. This is helpful for a number of reasons. First, a business law expert will understand and explain all the potential harassment issues that you need to consider. An attorney can explain common harassment scenarios. Then, the attorney will help you create policies that cover all potential issues.
What are some components of a good harassment policy? First, the policy must describe what consititutes harassment. The policy should clearly explain the company’s anti-harassment policy and describe the behaviors that are prohibited. These include employee and management behavior. Next, the policy should clearly describe how the company handles sexual harassment situations. Employees should understand that they have confidential avenues available if they are being harassed.
A strong policy clearly states that employees are protected from retaliation if they make a harassment claim. The policy should describe the actions that are taken when a complaint is made. Employees and managers should know who to contact if there is a problem. The best policies let everyone know what to expect when a problem occurs.
A good anti-harassment policy will not do any good unless it is communicated clearly to both employees and management. The policy should be clearly outlined in the employee handbook. Many companies use new employee orientation as an opportunity to outline the company’s anti-harassment policy. It is also important to explain the issues clearly to new supervisors and managers. They need to understand the effects of their behavior and their responsibilities when it comes to preventing and reporting issues. Good communication will help you avoid business law problems.