When someone voluntarily quits your business, an investigation is conducted to ascertain the reason the claimant quit. If it is determined that the claimant had a good work-related reason to quit, you are liable for benefit charges. Listed below are examples of the information we require in order to adjudicate voluntary quit issues:
A. Claimant voluntarily quit due to working conditions:
1. Were there any changes in the working conditions agreed upon at the time of hire? If so, please explain.
2. Were the changes permanent or temporary? And if temporary, for what period of time?
3. Did the changed working conditions affect other employees? If yes, please explain.
4. What affects did the changes have upon the claimant's production?
5. What action did management take toward resolving the problem?
B. Claimant voluntarily quit due to a medical condition:
1. Did the claimant provide a medical statement showing the necessity for leaving work?
2. Did this condition result in a physical disability?
3. Was the illness or injury work-related? If yes, is the claimant receiving any type of Worker's Compensation?
4. Did the claimant reapply for usual duties after being released by his doctor to return to work?
5. Did you offer the claimant work that he/she could perform if he/she had light duty restrictions?
NOTE: Pregnancy is considered an illness under Employment Security Law.
C. Claimant voluntarily quit in lieu of discharge:
1. Was the claimant given a quit or be discharged ultimatum?
NOTE: When someone voluntarily quits in lieu of being discharged, it is treated as if the claimant actually was discharged.
2. Give the details of the final incident that caused the discharge.
3. What specific rule, policy, or common labor practice did the claimant violate?
4. Was the claimant aware of these rules?
5. How was the claimant made aware of these rules?
6. Were there any prior incidents or warnings? Please provide a copy of the warnings or a detailed account of prior incidents.
7. Were any actions taken to correct the situation before the discharge?
Tennessee Department of Labor/Employers/Benefit Charge Unit