As an HR manager, you need to control costs associated with unemployment insurance. What are steps you can take to protect your employer from paying unemployment claims for employees who were dismissed for inadequate performance?

What will be an ideal response?

Answer:
• Keep a documented history of lateness, absence, and warning notices
• Warn chronically late employees before discharging them
• Have a policy that three days' absence without calling is reason for automatic discharge
• Request a doctor's note on return to work after absence
• Make written approval for personal leave mandatory
• Stipulate date for return to work from leave
• Obtain a signed resignation statement
• Mail job abandonment letters if an employee fails to return on time following a leave
• Document all instances of poor performance
• Require supervisors to document the steps taken to remedy the situation
• File the protest against a former employee's unemployment claim on time
• Use proper terminology on claim form and attach documented evidence regarding separation
• Attend hearings and appeal unwarranted claim
• Check every claim against the individual's personnel file
• Routinely conduct exit interviews to produce information for protesting unemployment claims