Michigan Employment Continuation Agreement - Continuation of Employment during Winding Down of Operations
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FAQ
Michigan's Employment Security Act (MES), which governs unemployment benefits, denies benefits to employees who engage in misconduct. However, the burden of proving misconduct is on the employer, and that burden is not light.
A single incident of misconduct or of gross negligence may be enough to disqualify a worker from unemployment benefits. A worker who commits many infractions may be disqualified, even if none of the infractions, alone, would be misconduct resulting in disqualification.
In most cases, the UIA considers Michigan unemployment claims to fall into three categories: (1) quitting, (2) fired, or (3) laid off. Choosing to quit your jobthat is, leaving voluntarilymay disqualify you from receiving benefits.
Salary continuation is a program that allows an injured worker's employer of record to pay the employee their full wages and benefits after a work-related injury or illness occurs, in lieu of temporary total compensation (TT) paid by the BWC.
In Michigan, you are not eligible for benefits if you were fired for misconduct. In Michigan, misconduct includes failing a drug test, assaulting someone, theft, or failing to show up for work for several days.
The Employee acknowledges and agrees that he is being offered a position of employment by the Company with the understanding that the Employee possesses a unique set of skills, abilities, and experiences which will benefit the Company, and he agrees that his continued employment with the Company, whether during the
Wages Accrual of Service Credits. Increasingly, employers are reporting payments to terminated employees which they refer to as "wage continuation", "salary continuation", or just plain "wages", etc. The payments are available to all employees who are terminated because of the reduction in force.
9 Whether a furloughed employee is entitled to unemployment benefits depends on the state, but typically they are entitled to apply for these benefits. The main differences between a furlough and a layoff lie in the fact that a furloughed employee still retains its employee status.
Under federal law, to be eligible for PUA benefits, individuals cannot be entitled to benefits on any other program and must be unemployed, partially unemployed, or unable or unavailable to work as a direct result of COVID-19.
Continuous employment usually means working for the same employer without a break.
