When an employee files for unemployment benefits, the employer’s response is an important part of the process. An unemployment decision is based on the information available to the Idaho Department of Labor, and an employer’s response gives the department their side of the story, helping to ensure the claim is decided using complete and accurate information.

In Idaho, employers are required to respond to department requests for separation information in certain circumstances, including voluntary quits, discharges for misconduct, suspensions, labor disputes and other separations that are not simply due to a lack of available work. The response should come from someone who has personal knowledge of the facts and include supporting documentation when appropriate.

Employers can help answer important questions such as:

• Why did the employee stop working?
• Who made the decision to end the employment?
• When did the separation occur?
• What happened immediately before the separation?
• Were company policies involved?
• Was the employee warned about the issue?
• Did the employee have an opportunity to correct the problem?
• Did the employee voluntarily choose to leave?
• Was the employee discharged, and if so, why?
• Was work available?
• Was the employee offered continued or alternative work?
• Are there documents that support what happened?

When you receive an unemployment claim request:

• Respond on time. Do not ignore the request. Be sure to respond regardless of whether or not you believe the employee should receive benefits.
• Tell us what happened. Provide a clear explanation of the circumstances surrounding the separation.
• Answer all applicable questions. Incomplete responses can result in additional fact-finding and delays.
• Be specific. Include dates, incidents, conversations, policies and other relevant details.
• Provide supporting documentation. If you have records that support your response, include them.
• Make sure the person responding knows the facts. The response should come from someone with personal knowledge or someone who has gathered the necessary information from those who do.
• Keep your records. Maintain a copy of what you submitted and the documentation supporting your position.

The department's job is to make an eligibility determination based on the law and facts. The employer’s job is to provide those facts.

An employer’s response matters — to their former employee, to the integrity of the unemployment insurance system and potentially to their business' unemployment insurance account.