Complaint Responsibility File For Unemployment In California
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FAQ
Unemployment Eligibility Requirements Have earned enough wages during the base period. Be fully or partially unemployed. Be unemployed through no fault of your own. Be physically able and available to work. Be looking for work each week. Be ready and willing to accept work right away.
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"An individual is disqualified for unemployment compensation benefits if the director finds that he or she left his or her most recent work voluntarily without good cause or that he or she has been discharged for misconduct connected with his or her most recent work."
Be honest, but keep answers short. Don't offer up too much extra information. Qualify your answers by stating how you never had and do not have reasonable assurance of future employment. You can always say "I need to clarify something", and explain your rights!
Resigning from your job willingly and without good reason is one of the main grounds for denial of unemployment benefits in California. Reasons for good cause may include hazardous working conditions, a notable cut in hours or compensation, or other significant changes to the terms of employment.
Yes. You can receive unemployment benefits when you have been fired or laid off by your employer in California, unless your employer can show that you were fired for misconduct. Sometimes, you may not be able to receive unemployment if you have quit your job or been fired with cause.
Section 1256 provides: "An individual is disqualified for unemployment compensation benefits if the director finds that he or she left his or her most recent work voluntarily without good cause or that he or she has been discharged for misconduct connected with his or her most recent work."
How Do I Contact the Labor Board in California? To contact the DLSE, call 833-LCO-INFO (833-526-4636). You may also visit the DLSE webpage to determine DLSE business hours, find local office addresses, or visit an office nearest you. General inquiries may be emailed to DLSE2@dir.ca.
An individual's failure to perform properly or neglect of duty is wilful and misconduct if he or she intentionally, knowingly, or deliberately fails to perform, or performs in a grossly negligent manner, or repeatedly performs negligently after prior warning or reprimand and in substantial disregard of the employer's ...
Illegal drug or alcohol use at work. Theft. Vandalization of company property. Sexual harassment/assault.
