Can 10 month employees collect NYS Department of Labor unemployment benefits?

School employees have special rules for unemployment eligibility. Generally, you can collect unemployment during summer break IF you don't have reasonable assurance of returning to work in the fall. Since you mentioned you have a contract, that might count as reasonable assurance. You should still file though - let NYS Department of Labor make the determination. The worst they can say is no.

my sister is a substitute teacher and she collects every summer no problem. i think it depends on whether you have a guaranteed job for the fall

The key is 'reasonable assurance of employment.' If your district gave you a contract for next year, that's considered reasonable assurance and you won't qualify. But if you're not sure about your job status for fall, you should definitely apply. The adjudication process will review your specific situation and employment history with the school district.

I've been through this exact situation! Filed for unemployment as a 10-month employee and got stuck in adjudication for weeks. NYS Department of Labor kept asking for more documentation about my employment status. I was getting frustrated trying to call them - always busy signals or getting disconnected. Finally used this service called Claimyr (claimyr.com) that helped me get through to an actual agent. They have a video demo at https://youtu.be/qyftW-mnTNI showing how it works. Made all the difference in getting my claim resolved quickly.

SCHOOL EMPLOYEES GET SCREWED BY THE SYSTEM!! They expect us to live on air during summer months but then make it nearly impossible to get benefits we paid into. File anyway and fight it if they deny you. The unemployment system is broken for education workers.

Just a heads up - even if you get approved, your weekly benefit amount will be based on your earnings during the base period. Since 10-month employees have lower annual earnings, your UI payments might not be as much as you're hoping for.

I'm in a similar situation as a 10-month paraprofessional! From what I've researched, the "reasonable assurance" rule is the key factor. If you already have a signed contract for next year, that's typically considered reasonable assurance and would disqualify you. However, if there's any uncertainty about your position (budget cuts, enrollment changes, etc.), you might still qualify. I'd recommend applying anyway - the worst case is they deny it, but you won't know unless you try. Make sure to document everything about your employment status when you file. The NYS DOL website has specific information about school employee eligibility that might help clarify your situation.

I went through this exact situation last year as a 10-month instructional assistant. The "reasonable assurance" rule is strictly enforced - if you have a signed contract for the fall, you'll likely be denied. However, there are some exceptions worth knowing about: if your hours are significantly reduced for the next year, if there are budget uncertainties, or if your position might be eliminated due to enrollment changes. I'd suggest calling the school district's HR department first to get clarification on your exact employment status before filing. Also, keep in mind that even if you qualify, there's usually a waiting period and the benefits are calculated based on your 10-month salary, not a full year. The process can take several weeks, so if you're going to apply, do it early in the summer break.

I was in a very similar situation as a 10-month school employee last summer. The documentation requirements can be pretty extensive - they'll want your contract, any letters from HR about your employment status, and sometimes even enrollment projections from your district. What really helped me was getting a letter from my principal stating whether my position was guaranteed or subject to any contingencies (like budget approval or enrollment numbers). Even though I had a contract, there were some uncertainties about class sizes that year, and that made the difference. The key is being completely transparent about your situation when you file. Also, @Aisha Abdullah raises a great point about timing - I filed the day after my last paycheck, not when my contract technically ended, since that's when I was actually unemployed and not receiving income. The whole process took about 3 weeks for me to get a determination.

I'm a 10-month cafeteria worker and went through this process two summers ago. Here's what I learned: even with a contract, you can still apply if there are ANY uncertainties about your position. In my case, I had a contract but my hours were potentially being reduced due to budget constraints. The key is being very detailed in your application about any possible changes to your employment situation. NYS DOL will review each case individually. Also, make sure you have ALL your documentation ready - contracts, any communications with HR, pay stubs showing when your income stopped, etc. The process can be slow, but it's worth applying if there's even a small chance you might qualify. Don't let the "reasonable assurance" rule scare you away from filing - let them make the official determination rather than assuming you won't qualify.

I'm a 10-month library aide and successfully collected unemployment last summer! The trick is understanding that "reasonable assurance" has to be truly reasonable - meaning your job is 100% guaranteed with no contingencies. In my case, even though I had a verbal commitment from my supervisor, my district's budget wasn't finalized until late July, which created enough uncertainty for me to qualify. I'd recommend calling your HR department and asking specific questions: Is your funding secure? Could enrollment changes affect your position? Are there any pending budget votes? Document these conversations. Also, when you file, be very specific about any uncertainties - don't just say "I have a contract." Explain if the funding source could change, if your hours might be reduced, or if there are any other factors that could affect your employment. The adjudicators need details to make their determination. One more tip: if you get denied initially, don't give up. The appeals process exists for a reason, and I know several school employees who were approved on appeal after providing additional documentation about their employment uncertainties.

As a 10-month special education aide, I want to add some important points based on my experience filing last summer. First, don't assume you're automatically disqualified just because you have a contract - the "reasonable assurance" standard is more nuanced than many people realize. I had a signed contract but still qualified because my district was facing potential layoffs due to declining enrollment. Second, timing matters a lot. File your claim the week after your last paycheck, not when your contract technically ends. Third, gather EVERYTHING - your contract, any emails about budget concerns, documentation of when your pay stops, and if possible, a statement from HR about any uncertainties affecting your position. The adjudication process can take weeks, so apply early in your break. Also, don't be discouraged if you get an initial denial - many school employees win on appeal when they provide additional documentation about employment uncertainties. The system isn't perfect, but it's worth fighting for benefits you've paid into, especially when there are legitimate questions about your job security for the following year.

I'm a 10-month instructional aide who just went through this process this past summer and wanted to share what I learned. The most important thing I discovered is that you absolutely should apply regardless of having a contract - let NYS DOL make the determination, don't disqualify yourself. When I filed, I made sure to mention every possible uncertainty: our district was discussing class size changes, there were rumors about aide position consolidations, and funding for some programs wasn't 100% confirmed. Even though I had a signed contract, these uncertainties were enough for me to qualify. My advice: document EVERYTHING (save emails about budget discussions, get statements from supervisors about potential changes), file immediately after your last paycheck (not when your contract ends), and be very detailed in your application about any factors that could affect your position. The process took about a month, but it was worth it. Don't let the "reasonable assurance" rule discourage you from applying - it's more flexible than people think when there are legitimate employment uncertainties, even with a contract in place.