A monetary determination letter informs you of the base period the unemployment office used to calculate your monetary eligibility for unemployment. If you don’t qualify, the letter informs you of the sources of income reported and why you’re considered ineligible.

How can I get information on the status of my claim? You can obtain this information through the Voice Response System (1-800-897-5630). Listen to the menu, and select “Claims and Benefits” (option 1), and enter your Social Security number and PIN.

If there are weeks available, a “Certify for Benefits” button will appear. If not, the system will advise you when to check back.” To me this means that there is nothing else to do on your end, until further notice.

A Denied status indicates that the payer has processed the claim, but denied payment. This could be due to the way the claim was coded or because it’s not a reimbursable claim based on your contract with the insurance company or the client’s plan.

When it says not denied, it means, your status allows you to get unemployment benefits, but most probably you either earned some money from some source and reported it on your weekly phone/internet report, or you said you did not look for employment that week or something similar to that, which made your week …

Generally speaking, an employee engages in misconduct by willfully doing something that substantially injures the company’s interests. Other common types of disqualifying misconduct include chronic tardiness, numerous unexcused absences, extreme insubordination, intoxication on the job, and dishonesty.

Examples of misconduct include: 1 Refusal to obey legitimate management instructions. 2 Negligence in performance of duties. 3 Bad time keeping including taking excess breaks.

Typically, ordinary misconduct requires a reprimand from your employer before he can terminate you. However, in cases of gross misconduct, a reprimand or warning is not necessary.

Unless blatant, wrongful termination is difficult to prove and requires the employee to document as much as possible and seek effective legal representation from experienced attorneys.

5 Fair Reasons for Dismissal

• Conduct/Misconduct. Minor issues of conduct/misconduct such as poor timekeeping can usually be handled by speaking informally to the employee.
• Capability/Performance.
• Redundancy.
• Statutory illegality or breach of a statutory restriction.
• Some Other Substantial Reason (SOSR)

Employers are not required to give at-will employees any advance notice or warnings before firing them. The employer may have acted illegally if an employee is fired because of discrimination, harassment, breach of employment contract or other reasons that violate federal or California employment laws.

Simple Misconduct is defined as a transgression of some established rule of action, an unlawful behavior, or negligence committed by a public officer.

Serious misconduct is conduct that is wilful or deliberate and that is inconsistent with the continuation of the employment contract. Serious misconduct includes theft, fraud, assault, intoxication at work and the refusal to carry out lawful and reasonable instructions consistent with the employment contract.

Most employers would identify intoxication from drink or drugs, fighting or other physical abuse, indecent behaviour, theft, dishonesty, sabotage, serious breaches of health and safety rules, offensive behaviour such as discrimination, harassment, bullying, abuse and violence and gross insubordination as examples of …

Misconduct is wrongful, improper, or unlawful conduct motivated by premeditated or intentional purpose or by obstinate indifference to the consequences of one’s acts. It is an act which is forbidden or a failure to do that which is required. Misconduct may involve harm to another person’s health or well-being.

Professional misconduct is defined under the LPUL as either “unsatisfactory professional conduct which involves a substantial or consistent failure to reach or maintain a reasonable standard or competence and diligence or conduct happening in connection with the practice of law or otherwise that would, if established.