In an age where technology is the backbone of business operations, the recent CDK Global outage serves as a stark reminder of how vulnerable companies can be to unexpected disruptions. CDK Global, a prominent provider of IT and digital marketing solutions for the automotive industry, experienced a significant outage that affected thousands of businesses. This disruption not only hindered day-to-day operations but also highlighted the critical need for robust unemployment cost control services, such as those offered by Dunn Corporate Resources.

The Impact of the CDK Global Outage

The CDK Global outage had far-reaching consequences. Businesses that rely on CDK’s systems for managing their operations faced delays, lost data, and significant downtime. For many companies, this resulted in a cascade of operational challenges, including an increase in unemployment claims. Employees affected by the disruption may have faced reduced hours or temporary layoffs, leading to a surge in unemployment claims that businesses were not prepared to handle efficiently.

Why Dunn Corporate Resources?

In the wake of such an outage, companies need a reliable partner to manage and streamline unemployment claims. This is where Dunn Corporate Resources comes into play. Dunn Corporate Resources specializes in unemployment cost control services, offering a comprehensive solution to manage and reduce the costs associated with unemployment claims.

1. Expertise in Unemployment Claims Management: Dunn Corporate Resources brings years of experience in handling unemployment claims. Their team of experts understands the intricacies of unemployment laws and regulations, ensuring that your company remains compliant while minimizing costs.
2. Efficient Claim Processing: During the CDK Global outage, many companies faced a backlog of unemployment claims. Dunn Corporate Resources can help streamline this process, ensuring that claims are processed quickly and accurately. This efficiency reduces the administrative burden on your HR team and helps maintain employee satisfaction.
3. Cost Control and Reduction: Unemployment claims can be costly if not managed properly. Dunn Corporate Resources employs strategies to contest unwarranted claims and reduce the financial impact on your business. By partnering with them, you can ensure that only legitimate claims are approved, saving your company money in the long run.
4. Tailored Solutions: Every business is unique, and so are its needs. Dunn Corporate Resources offers customized solutions tailored to your specific requirements. Whether you are a small business or a large corporation, they have the expertise and resources to support you.
5. Proactive Risk Management: The CDK Global outage underscored the importance of being prepared for unforeseen events. Dunn Corporate Resources helps businesses develop proactive risk management strategies, ensuring that you are better equipped to handle future disruptions.

The Path Forward

The CDK Global outage has taught us that no business is immune to unexpected disruptions. As companies navigate the aftermath, it is crucial to have a robust unemployment cost control strategy in place. Dunn Corporate Resources offers the expertise, efficiency, and tailored solutions needed to manage unemployment claims effectively, helping businesses mitigate costs and maintain operational stability.

By partnering with Dunn Corporate Resources, you can focus on what you do best—running your business—while they take care of the complexities of unemployment claims management. Don’t let an unexpected outage derail your operations. Contact Dunn Corporate Resources today and ensure your business is prepared for whatever comes next.

In the fast-paced world of automotive sales and service, managing costs while maintaining high-quality operations is a constant challenge. One area that often gets overlooked is unemployment insurance costs. Auto groups, with their dynamic staffing needs and high turnover rates, can significantly benefit from specialized unemployment cost control services. Dunn Corporate Resources, a leader in unemployment cost control services and technology, offers solutions that can help auto groups manage these costs effectively.

Understanding the Challenges

High Turnover Rates

The automotive industry is known for its high employee turnover, particularly in sales and service positions. Frequent hiring and layoffs can lead to a significant number of unemployment claims, which can drive up unemployment insurance costs if not managed properly.

Diverse Workforce

Auto groups employ a diverse range of roles, from sales representatives and service technicians to administrative staff and management. Each of these roles has different employment patterns and potential for unemployment claims, complicating cost control efforts.

Implementing Unemployment Cost Control

Expertise in Unemployment Cost Control

Dunn Corporate Resources has extensive experience and expertise in managing unemployment costs. Their team understands the intricacies of unemployment insurance laws and regulations, ensuring that your auto group is always compliant and well-prepared to handle claims efficiently.

Advanced Technology

Utilizing state-of-the-art technology, Dunn Corporate Resources provides real-time data and analytics to help you track and manage unemployment claims. Their advanced systems can predict trends, identify potential issues, and offer solutions before costs spiral out of control.

Tailored Strategies

Every auto group is unique, with different staffing patterns and operational challenges. Dunn Corporate Resources offers customized solutions tailored to your specific needs. Whether you need help with claim management, training for your HR team, or strategic planning to reduce turnover, they have you covered.

Benefits of Partnering with Dunn Corporate Resources

Cost Savings

By effectively managing and reducing unemployment claims, Dunn Corporate Resources helps auto groups save on their unemployment insurance costs. These savings can then be reinvested into other areas of your business, such as employee training, customer service improvements, or marketing initiatives.

Risk Mitigation

Proactively managing unemployment claims reduces the risk of unexpected costs and penalties. Dunn Corporate Resources ensures that your auto group is always compliant with state and federal regulations, minimizing the risk of costly legal issues.

Improved Employee Retention

Dunn Corporate Resources not only helps manage unemployment claims but also provides insights into employee turnover trends. By understanding why employees leave, you can implement strategies to improve retention, reducing the frequency of layoffs and associated unemployment costs.

Focus on Core Operations

Managing unemployment claims can be time-consuming and complex. By outsourcing this function to Dunn Corporate Resources, your HR team can focus on core operations and strategic initiatives, knowing that unemployment cost control is in expert hands.

Real-World Success

Auto groups that have partnered with Dunn Corporate Resources have seen tangible results. For instance, a mid-sized auto dealership network experienced a 25% reduction in unemployment insurance costs within the first year of implementing Dunn’s solutions. This translated into significant savings and allowed the dealership to enhance its employee training programs and customer service initiatives.

In the competitive automotive industry, every dollar counts. Managing unemployment insurance costs is crucial for maintaining financial health and operational efficiency. Dunn Corporate Resources, with their unparalleled expertise and advanced technology, offers the perfect solution for auto groups looking to control these costs. By partnering with Dunn Corporate Resources, auto groups can not only save money but also improve employee retention and focus on what they do best – delivering exceptional service to their customers.

Don’t let unemployment costs drive up your expenses. Contact Dunn Corporate Resources today and discover how their unemployment cost control services can benefit your auto group.

We at Dunn Corporate Resources are thrilled to announce that, for the seventh consecutive year, we have triumphed in the prestigious SIDES Awards, recognizing outstanding performance in partnership with the USDOL. This accolade reaffirms our commitment to excellence and innovation in labor market information exchange.

At the core of our success lies a relentless dedication to efficiency and accuracy. Our unrivaled expertise in unemployment cost control services has propelled us to the forefront of the industry, earning us the trust of clients and stakeholders alike.

As we celebrate this remarkable achievement, we invite you to discover the unparalleled benefits of partnering with us. With our proven track record and commitment to excellence, we are your trusted ally in navigating the complexities of unemployment cost management.

Join us in our journey towards excellence and let us help you unlock greater efficiency, accuracy, and savings in your unemployment cost control efforts. Experience the difference with our award-winning services today.

In an effort to improve Connecticut’s Unemployment Insurance (UI) Trust Fund solvency following the COVID-19 pandemic, the legislature passed Public Acts 21-200 and 22-67, to implement reforms that were achieved through a collaborative effort of business and labor. Changes to the tax and benefit system, plus the inclusion of indexing various tax and benefits measures, will promote long term UI Trust Fund solvency; reduce employer costs; build in cost predictability to support employer fiscal planning; and stabilize UI benefit payments to unemployed workers.

The following UI Tax changes are effective January 1, 2024:

• The Taxable Wage Base (TWB) increases from $15,000 to $25,000 and is subsequently indexed annually due to inflation.
• To minimize the short-term impact of the TWB increase, charged rates in calendar years 2024, 2025, 2026, and 2027 will be reduced by factors of 1.471, 1.269, 1.125, and 1.053 respectively.
• The state’s minimum charged rate is reduced from 0.5% to 0.1%.
• The state’s maximum charged rate increases from 5.4% to 10.0%.
• The state’s maximum fund solvency tax rate is reduced from 1.4% to 1.0%. The maximum fund solvency tax rate is further reduced to 0.5% during years in which an economic recession has been declared.
• Benefit ratio adjustment: If the average benefit ratio of all employers within a sector of the North American Industry Classification System (NAICS) increases by 1% or more over the average benefit ratio of that sector from the previous year, then the benefit ratio of each employer within such sector shall have their individual benefit ratio reduced by one-half of the increase.

Examples of Contribution Rate calculation beginning with calendar year 2024:

• Employer A is eligible to receive a charged rate, which is calculated based on the amount of UI benefits charged to their account divided by the taxable payroll reported.  The employer has the following UI benefit charges and taxable wages and is not eligible for an industry sector benefit ratio adjustment:
  • Experience Year 2021:    UI Benefit Charges = 0*                 Taxable Wages = 0*
  • Experience Year 2022:    UI Benefit Charges = $500            Taxable Wages = $10,000              
  • Experience Year 2023:    UI Benefit Charges = $500            Taxable Wages = $10,000              
  • $1,000 / $20,000 = 0.0500 Benefit Ratio
  • 0.0500 Benefit Ratio = 5.0% Preliminary Charged Rate
  • 5.0% / 1.471 divisor = 3.4% Final Charged Rate (rounded to the next higher one-tenth of one percent)
  • 3.4% Final Charged Rate + 1.0% Fund Solvency Tax Rate = 4.4% 2024 Contribution Rate

• Employer B is eligible to receive a charged rate, has the following UI benefit charges and taxable wages and is eligible for an industry sector benefit ratio adjustment of 0.006:
  • Experience Year 2021:    UI Benefit Charges = 0*                Taxable Wages = 0*              
  • Experience Year 2022:    UI Benefit Charges = $2,000        Taxable Wages = $10,000              
  • Experience Year 2023:    UI Benefit Charges = $2,000        Taxable Wages = $10,000              
  • $4,000 / $20,000 = 0.2000 – 0.006 Benefit Ratio Adjustment = 0.1940 Benefit Ratio
  • 0.1940 Benefit Ratio = 19.4% Preliminary Charged Rate
  • 19.4% is subject to maximum Charged Rate cap of 10.0%
  • 10.0% / 1.471 divisor = 6.8% Final Charged Rate (rounded to the next higher one-tenth of one percent)
  • 6.8% Final Charged Rate + 1.0% Fund Solvency Tax Rate = 7.8% 2024 Contribution Rate

* UI Benefit Charges and Taxable Wages are disregarded for Experience Years 2020 and 2021 pursuant to PA 21-5.

The following UI Benefits changes are effective January 1, 2024:

• Benefits paid to a claimant through the state’s voluntary Shared Work program during periods of high unemployment shall not be charged to experience rated base period employers.
• In all cases, a claimant’s receipt of severance pay will now result in disqualification from receiving UI benefits for the period of time covered by the payment.
• A claimant’s receipt of accrued vacation pay at the time of dismissal will not disqualify the claimant from receiving UI benefits, if otherwise eligible.  However, vacation pay issued to a claimant during a shutdown period will result in a disqualification or reduction in the UI benefits.
• The minimum weekly UI benefit payment will increase from $15 to $40 and will be subsequently indexed annually due to inflation. However, the minimum benefit will revert to $15 when the federal government provides a fully federally funded supplement to the individual’s weekly benefit amount. The minimum base period earnings requirement increases from $600 to $1,600 and will be subsequently indexed annually to inflation.  However, the minimum base period earnings requirement will revert to $600 when the federal government provides a fully federally funded supplement to the individual’s weekly benefit amount.
• Each day of absence without either good cause or notice to the employer constitutes a “separate instance” of wilful misconduct.
• Additionally, the maximum UI benefit rate will be frozen during the four years from October 2024 through October 2028

Dunn Corporate Resources is always happy to help with questions. Contact us today!

The state of New Jersey has recently passed a new law (P.L. 2022, Chapter 120) that requires all employers to report certain information to the New Jersey Department of Labor and Workforce Development (NJDOL) when an employee is separated from their job. The new reporting obligations include submitting specific information, through electronic means, about the employee’s separation that is “sufficient to enable the NJDOL to make a benefit determination.” Employers must also immediately send a copy of the NJDOL’s Form BC-10 to the NJDOL, which was previously only given to separated employees.

The law also makes adjustments to several deadlines related to the unemployment process, such as the timeframe for obtaining missing separation information and making initial benefits determinations. The role of separation information in the overall benefits determination process has been increased, and NJDOL deputies must consider it when examining a benefits claim.

Employers who fail to provide the separation information within seven days of receiving the electronic notice or request will have a deputy decide the claim based on any available evidence. Employers can provide separation information late, and the NJDOL can alter the determination and order payments for workweeks after the separation information was received.

The law also makes changes to the appeal process for initial benefits determinations, with claimants now having 21 days to appeal and employers only having seven days to appeal after confirmed receipt by any means, including by email. The law likely forbids untimely appeals of initial benefits determinations altogether. Late appeals will not be excused through showing good cause why the appeal was not timely filed.

Overall, this new law will have significant implications for employers in New Jersey, who will need to adjust their processes and procedures to comply with the new reporting requirements and deadlines. It is important for employers to understand the changes and how they may impact their operations.

Dunn Corporate Resources’ Unemployment Cost Control Services will help employers mitigate any risks associated with this new legislation while helping employers to streamline the unemployment process and reduce the unemployment expense. Contact us today to discuss how we can help!

As more and more companies adopt remote work policies, it is important for employers to understand the tax implications of having employees work remotely. One important aspect of this is setting up withholding tax accounts for remote employees. In this article, we will discuss the reasons why employers need to set up these accounts and the benefits they provide.

The first reason why employers need to set up withholding tax accounts for remote employees is compliance with tax laws. Under the Internal Revenue Service (IRS) guidelines, employers are required to withhold and deposit federal income taxes, Social Security taxes, and Medicare taxes from their employees’ paychecks. This applies regardless of whether the employee is working in the office or remotely. Failure to comply with these laws can result in penalties and fines for the employer.

Secondly, setting up withholding tax accounts helps ensure accuracy in tax withholding. When an employee works remotely, they may be located in a different state or even a different country than the employer. This can make it difficult for the employer to determine the correct state and local taxes to withhold from the employee’s paycheck. Using an outside service or professional payroll service can help ensure that the correct taxes are being withheld and deposited, which can prevent errors and penalties down the line.

Thirdly, setting up withholding tax accounts can save time and resources. Handling payroll and taxes can be time-consuming and complex, especially when dealing with remote employees. By outsourcing this task to a professional service, employers can free up time and resources to focus on other important aspects of their business. Additionally, the system and process can be automated, making it much more convenient for the employer to handle the paperwork.

Another reason to consider setting up withholding tax accounts for remote employees is to ensure that the employer stays up-to-date with the tax laws that apply to remote workers. As laws and regulations can change frequently, it is important for employers to stay informed and comply with any changes that may affect their remote employees. An outside service or professional payroll service can help ensure that the employer is aware of any changes and is in compliance with them.

In conclusion, setting up withholding tax accounts for remote employees is important for compliance with tax laws, accuracy in tax withholding, saving time and resources, and staying up-to-date with laws and regulations. Employers should work with a professional payroll service or accountant to ensure that they are properly withholding and depositing taxes for their remote employees. By taking the necessary steps to set up withholding tax accounts, employers can avoid penalties and fines and ensure that their remote employees are properly compensated and taxed.

Contact Dunn Corporate Resources today for expert help in setting up Withholding accounts!

If you’ve been notified that one of your employees has requested an unemployment hearing, it’s important to take the time to prepare in order to give yourself the best chance of a successful outcome. Here are some tips to help you get ready:

1. Review the case: Take the time to review the details of the employee’s unemployment claim and the reason for the hearing. Make sure you understand the specifics of the situation and the reasons for the claim.
2. Gather documentation: Collect any relevant documentation that may support your case. This could include performance evaluations, attendance records, or other evidence that demonstrates the employee’s eligibility for unemployment benefits.
3. Prepare your arguments: Think about the reasons why you believe the employee should not receive unemployment benefits, and be prepared to present them in a clear and concise manner during the hearing.
4. Practice your testimony: Consider practicing your testimony with a colleague or supervisor to help you feel more prepared and confident.
5. Dress appropriately: Dress in professional attire for the hearing, as you want to present yourself and your company in the best light possible.
6. Be on time: Make sure to arrive at the hearing on time and allow for extra travel time in case of unforeseen circumstances.
7. Listen carefully: Pay close attention to the questions being asked and the testimony of any witnesses. Take notes if it will help you to remember important details.
8. Stay calm: It can be stressful to participate in an unemployment hearing, but it’s important to remain calm and collected throughout the process.

By following these tips, you can give yourself the best chance of a successful outcome at the unemployment hearing.

Dunn Corporate Resources can help employers prepare for unemployment hearings and even provide representation for the employer at the hearing! Reach out to us today to discuss the options available to you at an unemployment hearing!

The US Department of Labor has issued 2021 Fiscal Year data which breaks down the improper payments by state including improper payment percentages and total dollar amounts.  These overpayment rates are staggering with Virginia and Florida topping the charts at and 49% and 48% respectively.  To put this in perspective, if an employer was charged for $100,000 in unemployment benefits an average of $49,000 is erroneous!

Below is the link to the US Department of Labor Unemployment Insurance Payment Accuracy Datasets:

https://www.dol.gov/agencies/eta/unemployment-insurance-payment-accuracy/data

How can you be sure that your accounts are not being charged improperly? Dunn Corporate Resources implements stringent auditing standards to ensure that our clients are not charged for claims that they should not be.  Our computer systems and auditing teams are constantly monitoring all charges to accounts and protesting erroneous charges.

Contact us today to find out how we help to control unemployment costs and ensure the lowest possible unemployment expenses!

New Jersey has released the new unemployment tax rates effective July 1, 2021. NJ tax rates are determined with schedule C where the minimum tax rate is 0.50% and the maximum tax rate is 5.80%.  The new Employer rate remains at 2.80%. 

Tax rates have increased from last year where the State used schedule B, and rates will continue to rise of the next two years as tables shift to schedule D and E respectively.

The schedule is typically determined by the amount of reserves in the state fund, however the state has decided to gradually increase rates over three years, instead of jumping directly to schedule E.

New Jersey has relieved employers of charges relating to COVID-19, helping employers keep rates lower coming out of the pandemic. 

Contact us today to discuss how to control your unemployment costs as rates continue to rise!

Over the past month we have seen an extraordinary increase in fraudulent unemployment claims in the state of Pennsylvania.

If a fraudulent claim is filed on behalf of you or one of your employees, the following steps are recommended:

• File a form online:
  • Unemployment compensation fraud
  • Federal Pandemic Unemployment Assistance (PUA) fraud
• File via phone:
  • Call the PA Fraud Hotline at 800-692-7469
• File a report with police:
  • Contact police in the municipality you resided in at the time the unemployment fraud occurred/benefits in question were paid. A copy of the filed policy report must also be provided to the Office of Unemployment Compensation.
• Start a recovery plan with the Federal Trade Commission by visiting www.identitytheft.gov.

Fraudulent unemployment claims are all too common in the era of COVID-19. With the additional money involved with unemployment, it is becoming lucrative for scammers to file as many fraudulent claims as possible. Consequently, many people have fallen victim to fraudulent unemployment claim filings.

The IRS has released the below guidance for impacted victims who may receive tax forms relating to fraudulently filed claims:

The IRS has highlighted identity theft involving unemployment benefits and urged taxpayers who receive Forms 1099-G, Certain Government Payments, to contact their appropriate state agency for a corrected form. Taxpayers who faced unemployment or reduced work hours due to COVID-19 pandemic applied for and received unemployment compensation from their state which are taxable income. However, scammers also took advantage of the pandemic by filing fraudulent claims for unemployment compensation using stolen personal information of individuals who had not filed claims. Payments made as a result of these fraudulent claims went to the identity thieves, and the individuals whose names and personal information were taken did not receive any of the payments.

The IRS has previously issued guidance requested by states on identity theft guidance regarding unemployment compensation reporting. Further, taxpayers do not need to file a Form 14039, Identity Theft Affidavit, with the IRS regarding an incorrect Form 1099-G. The Service has requested taxpayers to see Identity Theft Central for more information about the signs of identity theft and general steps that should be taken. Additionally, if taxpayers are concerned that their personal information has been stolen and they want to protect their identity when filing their federal tax return, they can request an Identity Protection Pin from the IRS.

In addition, the IRS has reminded taxpayers that unemployment benefits are taxable, and they should watch their mail for a Form 1099-G. Lastly, starting in January 2021, unemployment benefit recipients would receive a Form 1099-G from the agency paying the benefits (IR-2021-24, 1/28/2021). 

The state of Florida recently released the unemployment tax rate notice for the taxable year 2021.  The maximum tax rate is .054 (5.4%) and the minimum rate is .0029 (0.29%).   The taxable wage base is $7,000 per employee. 

It is imperative that employers review the figures used in the calculation of this tax rate.  Throughout the COVID-19 pandemic, Florida’s computer systems have consistently failed leading to major unaddressed issues.  Claimants are showing up on the statement of benefits charged to an employer’s account that do not show up in Florida’s internal computer systems!  These charges are then used in the tax rate calculation where employers never had the chance to protest the charges!  Furthermore, Florida was supposed to credit employers for any charges relating to COVID-19.  In the majority of cases, we have not seen Florida properly credit claims that relate to COVID-19, thus factoring these charges into the assigned tax rate.

For help with reviewing or protesting your unemployment tax rate notice, contact our unemployment tax professionals today!

Employers in Wisconsin are now required to inform all employees about the availability of unemployment insurance (UI) at termination. Providing this information is required regardless of the circumstances of separation (including when an employee quits) and even if the employee won’t be eligible for UI.

The information may be provided by letter, email, or text message or by providing the employee with the printed UI poster in person or by mail. The poster is available on the Wisconsin Department of Workforce Development’s website here.  

Many States will start paying the enhanced benefit of $300 additional on top of normal benefits. Claimants will need to receive at least $100 per week in state unemployment benefits to be eligible for the additional $300.

The states that are currently approved for the extra $300 are:

• Alabama
• Alaska
• California
• Colorado
• Connecticut
• Georgia
• Idaho
• Indiana
• Iowa
• Kentucky
• Louisiana
• Maryland
• Massachusetts
• Michigan
• Mississippi
• Missouri
• Montana
• New Hampshire
• New Mexica
• New York
• North Carolina
• Oklahoma
• Pennsylvania
• Rhode Island
• Tennessee
• Texas
• Utah
• Vermont
• Washington

State Information

ALABAMA

• Employer Charges for COVID-19 Related Claims Waived: Employers Urged to File Claims on Behalf of Employees
• Coronavirus and Unemployment Insurance FAQs
• Release detailing changes to UC for coronavirus (see FAQs above)
• DOL COVID-19 Resource Page
• Alabama Career Center Locations will Close to Public – Going to Virtual Services

ALASKA

• Alaska Job Center Events Postponed
• Labor commissioner anticipates increase in UI – includes filing information

ARKANSAS

• Common Questions and Answers for Employers Regarding the Unemployment Insurance Program and the Impact of the COVID-19 Pandemic
• Common Questions and Answers for Workers Regarding the Unemployment Insurance Program and the Impact of the COVID-19 Pandemic
• Notice to Individuals Inquiring About the Availability of Unemployment Insurance Benefits As A Result of the COVID19 Pandemic

ARIZONA

• COVID-19 Information – links to UI and includes form to submit with COVID-19 questions

CALIFORNIA

• EDD Coronavirus resources
• Coronavirus Disease (COVID-19) – FAQs on laws enforced by the California Labor Commissioner’s Office
• Information for Employers and Worker Benefits

COLORADO

• UI System Improvements (adding call center staff, new “last name” online filing and updated web site content)
• Coronavirus Efforts Under State Of Emergency
• Governor declares state of emergency
• Emergency Rules on Paid Sick Leave for COVID-19
• CDLE Information and Resources on Coronavirus

CONNECTICUT

• In-Person Visits at American Job Centers are Suspended – move to virtual assistance
• Frequently asked questions about coronavirus (COVID-19) related to unemployment insurance
• Connecticut’s Coronavirus Information Website

DELAWARE

• Unemployment Benefits Expanded to Workers Affected by the COVID-19 Pandemic – includes information about office closures
• Division of Unemployment Insurance Frequently Regarding the Potential Impact of the Coronavirus

DISTRICT OF COLUMBIA

• District of Columbia Expands Unemployment Insurance Protections to Address COVID-19
• Update on DOES Operating Status during COVID-19 emergency
• Website for COVID-19

FLORIDA

• Reemployment Assistance COVID-19 FAQ
• Emergency Bridge Loan Program for Small Businesses Impacted by COVID-19
• Governor issues executive order declaring public health emergency

GEORGIA

• GDOL Public Service Announcement includes UI and job information
• GDOL Career Centers processing claims but temporarily closed to the public
• NEW Information for filing for unemployment, partial claims, and reemployment services

GUAM

• Department of Labor Advisory

HAWAII

• COVID-19: Labor Benefits Fact Sheet
• State announces scheduling of appointments for unemployment claims
• State strongly suggests filing for unemployment benefits online

IDAHO

• Department of Labor and COVID-19
• Claimant FAQs about Unemployment Insurance and COVID-19

ILLINOIS

• COVID-19 and Unemployment Benefits
• Emergency Unemployment Insurance Rules

INDIANA

• DWD to host statewide unemployment insurance webinars for Hoosiers impacted by COVID
• COVID-19 Resource Guide for Hoosiers Looking for Assistance
• Governor announces more steps to slow spread of COVID-19; includes information on DWD offices
• Governor’s Order – Helping Hoosiers During COVID-19
• UPDATED: DWD COVID-19 Information
• Indiana UI FAQ for COVID-19

IOWA

• UI Tax Extension to Small Businesses
• Updates and Resources about COVID-19
• Governor Reynolds announces assistance for employees and employers affected by COVID-19 related layoffs

KANSAS

• COVID-19 Response – Workforce Services from Kansas Department of Commerce
• COVID-19 Response Resources from the Kansas Department of Labor
• UI and COVID-19 FAQ

LOUISIANA

• 29-JBE-2020 Governors Proclamation – Additional Measures for COVID-19
• 27-JBE-2020 Governors Proclamation – Supplement Measures for COVID-19
• Unemployment Insurance information for Workers and Employers
• LWC COVID-19 Information by Division

MAINE

• Dept. of Labor Announces Shift to Online CareerCenter Services
• Flexibility in UI System
• Unemployment Insurance FAQs Regarding COVID-19
• Resources for Workers and Businesses on COVID-19
• Information about COVID-19 – includes UI info

MARYLAND

• Division of Workforce Development and Adult Learning – includes information about local office services/availability
• State employee travel out of state suspended
• Unemployment Insurance information for claimants, including COVID-19 FAQ
• COVID-19 FAQ for UI

MASSACHUSETTS

• Status of AJCs
• Information on Unemployment and Coronavirus (COVID-19)
• Guidance & directives for businesses and employers – includes information about unemployment
• Learn about Massachusetts COVID-19 Workforce Measures

MICHIGAN

• Governor Whitmer Expands Unemployment Benefits for Michigan Workers
• Executive Order Temporary Expansions of Unemployment Eligibility and Cost-sharing
• Coronavirus information – info for residents/communities, health care professionals, childcare and school administrators, employers and workers

MINNESOTA

• Your Unemployment Insurance Questions, Answered (COVID-19)
• COVID-19 Information for Employers, Business
• Worker protections related to COVID-19
• COVID-19 and Unemployment Benefits
• Frequently Asked Questions from Employers and Workers (includes UI information)

MISSISSIPPI

• Novel Coronavirus (COVID-19) Response including limiting access to job center facilities

MISSOURI

• COVID-19 FAQs for Businesses & Workers
• Coronavirus (COVID-19) Resources

MONTANA

• Law rule that would help with eligibility in COVID-19 situations
• Governor Bullock Announces Emergency Rules to Streamline Unemployment Benefits for Workers Impacted by COVID-19
• COVID-19 FAQ

NEBRASKA

• Labor Commissioner Urges Nebraskans to File for Unemployment Benefits Online During COVID-19 Pandemic
• COVID-19 Resources and Information
• Executive Order to Loosen Unemployment Insurance Eligibility Requirements

NEW HAMPSHIRE

• Emergency Order #5 Access to State Unemployment Benefits for Individuals Impacted by COVID-19
• COVID-19 mandatory notice – new policy re: visiting NH offices

NEW JERSEY

• All One-Stop Career Center Offices Closed through March 30
• In-Person Unemployment Services at One-Stops Suspended Due to COVID-19. Online benefit filing.
• Dept of Labor Benefits and the Coronavirus: What you should know
• NJ Updated page for COVID-19 Scenarios

NEW MEXICO

• State extends eligibility for unemployment insurance benefits to workers affected by COVID-19
• Information for workers affected by COVID-19

NEVADA

• Information for Claimants and Employers
• Governor Sisolak Waives Work Search Requirement and Wait Period for Unemployment Insurance Benefits
• March 5 – Governor release: Emergency Regulation to Protect Nevada Residents from Increased Medical and Prescription Costs related to COVID-19

NEW YORK

• State Website with UI info
• Novel Coronavirus (COVID-19) information

NORTH CAROLINA

• COVID-19 and Unemployment Insurance
• Executive Order 118: Limiting Operations of Restaurants and Bars and Broadening Unemployment Insurance Benefits in Response to COVID-19
• NC COVID-19 Information

NORTH DAKOTA

• Executive Order 2020-08
• Unemployment Insurance and COVID-19 FAQ

OHIO

• Executive Order 2020-03D Lifting Certain Unemployment Compensation Benefit Restrictions During an Emergency
• Common Number Provided for Reporting Mass Layoffs due to COVID-19 (Unemployment Benefits)
• Webpage on coronavirus and UI benefits

OKLAHOMA

• COVID-19 Unemployment Insurance FAQs & Important Messages
• OK Works/America’s Job Centers providing virtual services and filing Unemployment Insurance claims during COVID-19
• Employer FAQs about Unemployment Insurance and COVID-19
• COVID-19 Message

OREGON

• Sick days 101: What the law says for workers and employers
• COVID-19 Coronavirus Supplemental Resource Guide for Employees
• Scenarios & Benefits Available
• Related Business Layoffs, Closures, and Unemployment Insurance Benefits

PENNSYLVANIA

• Information for workers and employers
• Information for Pennsylvania employees impacted by COVID-19

PUERTO RICO

• COVID-19 UI information (in Spanish)

RHODE ISLAND

• Workplace Fact Sheet for COVID-19
• Governor declares state of emergency (including information about unemployment insurance)

SOUTH CAROLINA

• Employment & workforce COVID-19 Resource Hub
• Employment questions related to COVID19

SOUTH DAKOTA

• Unemployment Insurance Eligibility Requirements Loosened
• Families First Coronavirus Response Act: What does it mean for employers?
• Employers: Use SIDES for fast, secure online unemployment filing
• Labor Department Accepting Unemployment Claims from Workers Affected by COVID-19
• Governor release on statewide effort to prepare for COVID-19
• COVID-19 Resources
• COVID-19 Reemployment Assistance Eligibility Determinations
• Labor Department Accepting Unemployment Claims from School Employees Affected by COVID-19 Closures
• Reemployment Assistance Customer Service Center Remains Open

TENNESSEE

• Governor’s press release for Coronavirus Task Force 3/4/20
• Information about TN UI benefits and Coronavirus
• COVID-19 Resources for Employers, Employees and FAQs

TEXAS

• Employers: Enrolling in Shared Work Program Provides an Alternative to Layoffs During COVID-19
• TVC Coronavirus Customer Service Policy (JVSG grant recipient in Texas)
• COVID-19 Resources Employers
• COVID-19 Resources Job Seekers

U.S. VIRGIN ISLANDS

• New Policies to Serve and Safeguard During the COVID-19 State of Emergency

UTAH

• COVID-19

VERMONT

• PRESS RELEASE: DEPARTMENT ANNOUNCES ELECTRONIC OPTION, STAFF INCREASES FOR UNEMPLOYMENT INSURANCE – includes information about local offices
• Expanding Unemployment Insurance Benefits in Response to COVID-19
• COVID-19 FAQ

VIRGINIA

• Office closings due to Coronavirus
• Attention Workers Whose Job Has Been Affected by the Coronavirus

WASHINGTON

• Message from Commissioner LeVine on Demand for Agency’s Services
• WorkSource career centers temporarily converting to all-virtual services
• Non-Pharmaceutical Interventions (NPIs)
• Inslee announces support for workers and businesses impacted by COVID-19
• ESD COVID-19 Response: including link to emergency rules for unemployment insurance
• Employment Security Department COVID-19 Information
• Scenarios and benefits chart
• Resource list for businesses & workers impacted by COVID-19
• PASSED: WA HB 2965 – Concerning the State’s Response to the Novel Coronavirus
• PASSED: WA HB 2739 – AN ACT Relating to Adjusting Certain Requirements of the Shared Leave Program and Declaring an Emergency

WISCONSIN

• Employment & Training COVID-19 Public Information – job center status
• Emergency Order to the Department of Workforce Development Regarding Unemployment Insurance
• How to File for Benefits Online: Employees & Employers
• Division of Vocational Rehabilitation Offices Temporarily Close and Providing Virtual Services
• Department of Workforce Development Information for the Public including Unemployment and Employment and Training
• Department of Workforce Development Information for Partners including employers regarding unemployment insurance

WYOMING

• Coronavirus 2019

All information provided courtesy of National Association of Workforce Agencies (NASWA)
https://www.naswa.org/resources/coronavirus

The US DOL released guidelines available to all States as to how unemployment matters should be approached with regard to COVID-19.

There are a few main scenarios:

1. The Employer temporarily ceases operations – In this scenario the federal law would permit states to treat this as a layoff. It is up to each of the states to determine if the claimant is able and available, and if the individual intends to return to work after the employer resumes operations.
2. The individual is quarantined and will return to the employer – the state can treat the quarantine period as a layoff under federal law, however once the quarantine ends the individual must return in the same capacity as before, otherwise they may be eligible for partial benefits.
3. An individual does not return to the employer after a quarantine – This will be determined on a state by state, and case by case basis. Federal law permits a state to rule this as a quit or discharge under good cause/just cause provisions. States can consider the reasonableness of an individual’s separate for reasonable risk of exposure to COVID-19.

Some states are considering non-charging provisions to employers in the context of the COVID-19 virus, however there has not been any official announcements.

For more information on how Dunn Corporate Resources can help your organization reduce your unemployment tax expense, contact us today!

How can your nonprofit organization avoid the high cost of the State Unemployment Insurance taxes?  Consider altering the method by which you fulfill that unemployment responsibility to a method that allows greater financial control. 

Dunn Corporate Resources has partnered with First Nonprofit, a leader in UI funding programs for non-profits, to offer the highest possible service combined with the most comprehensive programs available to employers.

Some of the advantages of the programs include:

• Fixed annual cost
• Budgetary certainty
• Insurance protection
• Improved cash flow through equal quarterly payments
• Professional claims management and cost audits
• Reimbursement payments to state agencies for individual claims
• Posting of collateral (surety bonds) with state unemployment agencies
• Interest-bearing reserve account with stop-loss insurance

To find out more about the advantages of using our programs compared to that of the state, contact us today and one of our client managers will be happy to help!

Dunn Corporate Resources is excited to be speaking at the CFMA Conference on Thursday February 7th, 2019.  We will be speaking to an audience of top employers in the construction industry providing insights on how to handle unemployment matters and lower unemployment tax costs.  

Unemployment is prevalent in the construction industry, especially when projects end and worker are laid off.  How can employers minimize their unemployment costs? We will help identify the areas driving costs – and provide creative solutions to help employers reduce costs based on their specific circumstances.

More information on this event can be found at the CFMA website: http://southjersey.cfma.org/home

NJ Changes Unemployment Law Regarding Misconduct  

The state of New Jersey has enacted new language to the unemployment law pertaining to penalties associated with misconduct, and the proof needed by an employer.  The language in this new law can be difficult to understand, so we will try to break it down as simply as possible.

What’s New?

Under Governor Christie, there were three classifications of misconduct: Misconduct, Severe Misconduct, and Gross Misconduct.  Under the new law, there will now be two classifications of misconduct: Misconduct and Gross Misconduct.  Gross Misconduct is essentially defined as an act punishable as a crime of the first, second, third, or fourth degree under the “New Jersey Code of Criminal Justice”.  Anything else will fall into the category of misconduct.

The penalty associated with Gross Misconduct is that the claimant is disqualified from any unemployment benefits associated with the employer from which the claimant was discharged. The penalty associated with misconduct is that the claimant is disqualified for the five weeks which immediately follow the week in which the individual was discharged for misconduct. The employer’s unemployment tax account will then be relieved of charges for any benefits paid to the claimant following the disqualification period.

Furthermore, there is additional language added to put emphasis on the requirement for written documentation written at, or immediately following the time of the misconduct that demonstrates the actions of the employee constitute misconduct or gross misconduct.

How does this impact employers? 

It does not directly affect employers because they will still get relieved of charges anytime a claim is ruled as misconduct. However, it will drain the reserve balances at the state level, due to the fact that more benefits will be paid out to claimants since Severe Misconduct will be eliminated. Lower state reserves will cause the tax table to shift, and employer unemployment tax rates will rise.

The law can be found here: https://www.njleg.state.nj.us/2018/Bills/A4000/3871_I1.PDF

NEW JERSEY RELEASES UNEMPLOYMENT AND DISABILITY TAX RATE NOTICE

New Jersey will be mailing out the unemployment tax rate notice for the taxable year 2018-2019. This notice contains the tax rates for both unemployment and disability. The minimum unemployment tax rate is 0.4% and the maximum tax rate is 5.4%. The state is using tax table B for the 2018-2019 year. This means that tax rates should be lower this year than last year.  Be sure to check for voluntary contributions as often times employers can benefit from “buying down” their tax rates.

Dunn Corporate Resources is here to help you! If you need help interpreting your tax rate notice, we are offering a no-cost analysis of your unemployment and disability tax accounts to see what savings may be available!

Contact us today, one of our specialists would love to help!

Dunn Corporate Resources is proud to accept the prestigious award presented by NASWA in partnership with the Department of Labor!  This award recognizes a select few unemployment cost control vendors who achieve outstanding performance on the SIDES system. We were presented with this award at the annual SIDES conference consisting of unemployment cost control vendors and representatives from State unemployment agencies.

SIDES helps streamline the unemployment process by allowing unemployment requests to be in a uniform data format across all state. As a result, paperwork  is virtually eliminated and there is no longer a need for mailing documents, providing longer time frames to respond to claims. For more information about SIDES, check out our SIDES blog post.

If you would like to know how your organization can benefit by partnering with an award winning unemployment cost control vendor, feel free to contact us. One of our representatives would be happy to discuss how we integrate SIDES into our unemployment cost control program.