(Revised 12/01/08 ML3164)
View Archives
When an individual quits or loses a job through their own actions or reduces their work effort voluntarily and after the reduction is working less than 30 hours per week, the worker must explore whether the voluntary quit provisions apply. The voluntary quit provisions do not apply to individuals exempt from the work requirements, other than individuals exempt due to employment of 30 hours per week or receiving weekly earnings at least equivalent to the federal minimum wage currently in effect multiplied by 30 hours.
When a household files an application for participation, or when a participating household reports the loss of a source of income or a reduction in hours, the worker must determine:
- For a household subject to simplified reporting, if the quit or reduction in hours occurred within 30 days prior to the date of initial application or within 30 days prior to the date of receipt of the application for review
- If the individual was a mandatory work registrant at the time of the quit or reduction in hours.
- If the individual was hired for employment of 30 hours or more per week (can be averaged), regardless of the length of employment or if the individual received weekly earnings at least equivalent to the federal minimum wage currently in effect multiplied by 30 hours.
Example:
A mandatory work registrant was hired to work 30 hours per week. The individual quit the second day of employment without good cause. This would be considered a voluntary job quit.
- If the quit was without good cause.
Benefits must not be delayed beyond expedited processing time frames pending the outcome of the determination.
If it is determined that a voluntary quit or reduction in hours occurred after benefits have been issued and verifications were postponed in order to meet the expedited time frames, a claim must NOT be established.
A disqualification penalty is applied to a voluntary quit when an individual:
- Voluntarily quits or reduced hours without good cause.
- Simply leaves a job unannounced or does not return to work without good cause.
- Had been warned by the employer and continues the objectionable behavior after the warning and is terminated.
Example:
An individual is continually late for work or does not show up for work.
- Is terminated without prior warning.
Examples:
Stealing from the employer or drinking on the job.
If the individual states they quit a job or reduced their hours and are not claiming good cause, an employer contact is not required. This must be thoroughly documented in the case file.
A disqualification penalty is not applied to a voluntary quit when:
- The reason for the termination/reduction was beyond the individual’s control.
- Terminating a self-employment enterprise.
- Resigning a job at the demand of an employer, when an individual has been given the option of resigning or being terminated due to circumstances beyond the individual’s control.
- Terminating employment through a training program such as WIA.
- An individual quits a job, secures new employment at comparable wages or hours and is then laid off, or through no fault of their own loses the new job, the earlier quit will not form the basis of a disqualification.
Example:
An individual quits a full-time job without good cause and several days later applies for SNAP. At the time of application, the individual has secured new employment and is exempt from work requirements. A disqualification would not be imposed against the individual as at the time of application, the individual is exempt from the work requirements.
