Raise an issue

What is "raising an issue"?

Reference: Minnesota Law, §268.047, §268.085 and §268.095

When you Raise an Issue, you are telling us that you have a question regarding your former employee's eligibility for unemployment benefits or whether your account should be affected if benefits are paid to that employee. We appreciate your help in limiting benefit payments to only those applicants who meet program eligibility requirements. This helps us maintain program integrity and helps you limit charges to your account to only those benefits that should be paid.

Click the Raise an Issue video link below to learn more about raising an issue.

Raising an Issue = Request for Information

Most issues are raised by the applicant himself or herself when completing their initial application or weekly request for benefits. As an employer, you can also raise an issue if you believe the applicant should not be eligible for benefits or your account should not be charged. Once an issue is raised, we will send both you and the applicant a Request for Information. The Request for Information will also be made available online inside your account. We use the information provided by you and the applicant to establish the facts of the issue and make a determination of eligibility or ineligibility which is mailed to both parties.

Request for Information: How it Affects Your Account (video, 8:19)

Raise an Issue within 10 Days

You should raise your issue within 10 days of the date of the mailed determination, if possible. Doing so later may cause unnecessary charges to your account. Reference Raise an Issue in the Employer Self-Service System User Guide for step-by-step instructions.

Common Reasons for Employers to Raise an Issue:

• The applicant's employment with you ended, or was suspended, for a reason other than a lack of work.
  • Examples - The applicant: was fired; quit (including voluntary retirement); is on disciplinary or investigatory suspension; is on strike or locked out; is on leave; refused work; or is unemployed due to a fire, act of nature, or condemnation of property.
• The applicant is currently working for you, full-time or part-time.
  
• The applicant received or will receive severance or separation pay of some kind, a monthly or lump sum pension, workers' compensation, or other employment-based payment(s). Exception: If an applicant is permanently separated from your employment, payout of vacation pay, sick pay, or PTO (personal time off) does NOT affect their eligibility.
  
• You have information that the applicant is not available for work, not authorized to work, or not seeking work.
  
• You are a public or non-profit school and the applicant is on break between school years or terms.
  
• The applicant was or is employed by you as a seasonal sports coach, referee, or athlete.
  
• You employ the applicant as a volunteer firefighter or volunteer ambulance service employee.
  
• You employed the applicant for at least six months as a replacement worker for a military reservist who was called to active duty, then returned to your employment.