How does an unemployment claim affect the employer - Washington ESD employer liability questions

Thanks for the info. Is there a way to see what our current rating is? I want to make sure we're not getting hit with higher rates than we should be.

You can check your account through the Washington ESD employer portal. They send quarterly statements showing your tax rate and any claims activity.

It wasn't misconduct, just layoffs due to budget issues. So I assume we can't contest it then?

Correct, layoffs due to lack of work are typically eligible claims. You'll likely be charged for this one unless there are other factors involved.

What kind of information do they usually ask for? I want to be prepared when the notice comes.

Employment dates, reason for separation, final wages paid, any disciplinary actions. Keep good records of everything.

This is so important! I missed a deadline once and couldn't contest a claim that should have been denied. Cost us thousands in higher rates.

Interesting, I didn't know there were services to help with getting through to Washington ESD. Might be worth looking into if I run into issues.

Yeah the phone system is terrible. I've spent hours on hold only to get disconnected. Anything that can help cut through that is valuable.

We've been in business for about 5 years, so I guess we're past the new employer phase. Is there a way to improve our rating?

Yes, by having fewer successful claims against you over time. Good hiring practices and proper documentation of any terminations help.

Also pay attention to voluntary separations vs involuntary. If someone quits without good cause, that usually doesn't count against you.

We were definitely their most recent employer, so sounds like we'll be on the hook for this one.

Right, but if they worked somewhere else during their base period, those wages might be used to calculate their benefit amount even though you get charged.

Good to know. Since this was a clear layoff situation, probably not worth contesting anyway.

Smart thinking. Pick your battles carefully with Washington ESD contests.

We're in professional services, so hopefully that works in our favor rate-wise.

Yeah, professional services typically have lower rates since layoffs are less common. You should be okay.

We don't have seasonal workers, but that's good to know for the future.

Just something to keep in mind if your business model ever changes.

How do they usually request wage information? Mail, email, or through their online system?

Usually through mail or their online employer portal. Sometimes they'll call if there are questions, but good luck getting through to them. That's where Claimyr really helped me out.

Sounds like a complex system. Glad we have a straightforward layoff situation.

Yes, it can get complicated quickly. Documentation is key if you ever need to contest.

We're Washington only right now, but that's useful to know for expansion.

Multi-state compliance can be a nightmare. Stick to one state as long as possible!

We use a payroll service, so hopefully they're handling that correctly.

Good idea. But still worth double-checking their work, especially if your rate changes due to claims experience.

Payroll companies make mistakes too. I've seen incorrect rates applied for months before anyone noticed.

That's a good perspective. I was worried this would be a huge financial hit, but it sounds manageable.

Exactly. One claim won't break you, but multiple claims can add up. Just be prepared and respond promptly to any notices.

Good suggestion. Might be worth it as we grow and have more employees.

Prevention is always cheaper than dealing with problems after they arise.

You're right. I don't blame them at all for filing. We just had to make tough decisions due to budget constraints.

That's the right attitude. These systems exist for a reason.

Interesting. How would we know if they turned down suitable work?

Washington ESD investigates if there are reports of refused work. Sometimes employers will notify them if they offer a job that gets refused.

That makes sense. The person we laid off was a good employee, so I hope they find something quickly.

With the job market being decent right now, hopefully they'll be back to work soon.

That's a helpful way to think about it. Takes some of the sting out of the cost.

Exactly. And unlike some insurance, you can actually influence your rates through good employment practices.

We didn't do a formal separation agreement, but we did pay out accrued vacation time.

That's fine - vacation payouts usually don't affect unemployment eligibility. Just good to document everything.