![]() Suppose you were hired to run sophisticated equipment.You will probably be found justified in quitting the job. Later, your boss says you’ve been busted to being a janitor, and you won’t be running the fancy equipment any more. You were hired to run sophisticated equipment in the plant. The agency will consider other factors, such as the type of work, the rate of pay, or the prospect of getting another job.Ĭhange in Duties. But closer the new location is, the less likely the change in distance will justify the quit.That will probably justify a decision to quit. The company later says you have to switch to a newly opened office which is 75 miles away. You were hired to work at the main office, in the town where you live. Like reduction in pay, almost any real reduction in hours will justify a decision to quit.Ĭhange in Work Location. Now the company has cut you back to 30 hours a week. Virtually any significant reduction in pay will justify a decision to quit.Ĭhange in Hours. ![]() The boss comes and says the company’s having trouble, so your pay will be reduced to $8 an hour. So this can be a difficult test.Ĭhange in Pay. Most people will not quit their jobs easily. The general issue is whether a “reasonable person” would choose to quit their job rather than put up with the changes. The more drastic the changes, the more likely it is that you will be justified in quitting. ![]() This will depend on how significant the change is. I quit my job because my boss changed my job duties, or my pay rate, or my work location, or my hours. Once you prove that, the agency will not impose a Voluntary Quit penalty. You will have to show that you did not choose to quit. It will be up to you to prove that you were put in this “Quit Or Be Fired” situation. Explain that you were given a “Quit Or Be Fired” ultimatum. In this situation, it is really important for you to tell Unemployment that you didn’t actually quit. If there was no Misconduct, there will be no penalty. The agency will ask whether there was Simple Misconduct, or Gross Misconduct, that caused the “Quit Or Be Fired” order. That’s not a “quit.”īecause it was really a “firing,” the unemployment agency will treat it like any other discharge case. If you prove that’s what happened, then the unemployment agency will NOT regard this as a “voluntary quit.” Because it wasn’t voluntary. This is called a “Quit Or Be Fired” situation.
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