Page 1 of 2

Topic:    UNEMPLOYMENT INSURANCE PROCEDURES Date Issued:  Nov. 15, 1990

Section:  UNEMPLOYMENT INSURANCE PROGRAM    Date Revised:

Number:   XXII.1.

PURPOSE:

To describe the procedural requirements for managing the Unemployment Insurance Program.

LEGAL BASIS:

Unemployment Insurance (UI) is a mandated benefit paid to individuals who are unemployed "through no fault of their own" and are otherwise eligible for unemployment insurance benefits.  Eligibility for unemployment insurance is determined by the State of California's Employment Development Department (EDD).

POLICY:

I.    Rather than paying unemployment insurance tax (a flat percent of

payroll), the County of Santa Cruz has elected to be a "reimbursable" employer.  This means that we pay dollar for dollar for all benefits paid to claimants for which we are liable.  EDD pays claimants and bills the County quarterly for reimbursement.

 II.  County departments can assist the Personnel Department in reducing the overall County liability and the individual department's experience rate in the way they hire extra help personnel. 

PROCEDURE:

UI CLAIM FORM (DE 1101C)

A.    The Personnel Department is responsible for responding to all UI claims for County employees.

B.    When an individual applies for UI, they give EDD the address of their former employer.  Form DE 1101C is mailed to that address and the employer has ten (10) calendar days to respond.

C.    If the employer DOES NOT respond within the 10 calendar day response time, the County loses all appeal rights in the matter.

D.    Any claim forms received by departments MUST (hand deliver) be forwarded to Personnel immediately.

                                           Page 2 of 2

Topic:    UNEMPLOYMENT INSURANCE PROCEDURES Date Issued:  Nov. 15, 1990

Section:  UNEMPLOYMENT INSURANCE PROGRAM    Date Revised:

Number:   XXII.1.

SEPARATING EMPLOYEES

 E.   When any employee separates from the County, the department should do an exit interview and document the reasons for separation in as much detail as possible, on the Separation Report. (See Personnel Administrative Manual XVIII.1. - Exit Questionnaires/Exit Interviews)

 F.   Discharges, including discharges of extra-help employees, should be well documented; i.e., dates and content of verbal warnings, copies of written warnings including the employee's signature acknowledging receipt, and copies of any other disciplinary actions with charges and materials relied on clearly stated.

G.    Documentation is the key to effectively protecting the County from any UI liability.  Questions regarding specific cases may be addressed to the UI Analyst.

***

PAM2201 RFT F1 Revised 03/13/13