Personal Finance

Can You Collect Unemployment If You Quit Your Job?

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Your job has gotten worse and worse. You dread going to work every day but you’re afraid to quit. After all, you can’t collect unemployment if you quit your job.

Or can you?

Spencer Cohn, a national employee representative and founder of BeatTheBoss.tv says don’t be so sure. You may still be able to collect, but you have to approach it the right way.

I recently interviewed Cohn on my radio show and he offered some advice on how to quit your job and collect unemployment. This is an edited excerpt from that interview.

Gerri:  So you say that people can actually quit their job and still collect unemployment? I think that’ll be a big surprise.

Yes, people don’t understand that. The problem is, typically what happens is somebody says “I had enough, I quit.” That’s the wrong way of quitting because when did it come about where you’ve had enough? Did you have enough yesterday? If you’d had enough yesterday, why didn’t you quit yesterday? Or a week before? Why today?

What they fail to do is document their complaints. Just like an employer does if they don’t like the employee, or they’re having problems with the employee, they document it. They send out reprimands and disciplinary notices.

What the employee needs to do is as soon as they’re disgruntled and have had enough, they need to notify their employer in writing and document it. They can say, “Listen, I went to the employer on such and such day and this is what I have a problem with, you’re putting more responsibilities and jobs on me that I didn’t agree to do when I was hired and I am paying for things that I didn’t agree to when I was hired, what are you going to do about it? How are you going to compensate me?”

And typically the employer will say, “Oh don’t worry about it, we’re going to work on it, I’m going to take care of you.” That makes the employee continue to work there. And then finally on the last day, they say, “I’ve been complaining all this time, I’ve complained several times in the month of December, I’ve complained several times in the month of February, nothing’s happened. What do you plan on doing about it?”

Finally, the employer’s going to say, “Nothing actually, because I can’t afford it.” Then you’ve got reason to quit. Clearly the employer has shown that he was going to induce you to stay by telling you he’s going to take care of things and change things and then finally admits, “Nothing’s going to change, if you don’t like it, you can leave.”

If you document it all these times and you have a hearing at least you are going to have the proof you need to show a good cause for giving up your job.

So does the worker need to quit in writing or is it okay to quit verbally?

There’s no obligation to give notice to your employer, unless there’s something in writing under a contract or in a handbook that you signed saying otherwise. Most employees give employers notice because they feel it’s the morally correct thing to do.

But how many times has an employer fired an employee and not give them notice that they’re firing that individual? It doesn’t ever happen.

What I would do, is I would simply say, “Today’s my last day.” I would not put down why or anything of that sort because what happens is the employer can always dangle this information in a future unemployment hearing. They say, “Hey, here’s why this person resigned and they even stated in their resignation letter they had a great experience, it was wonderful, they had great managers.”

And then when you’re at an unemployment hearing, you’re having to defend your own notice.

So, a notice is simply a notice: I resign on a certain date. There’s no obligation to put down why or anything of that kind, because things change. Who knows? You start thinking about it and realize, “I quit my job for a number of reasons I did not list when I turned in my resignation letter.”

To hear more of Spencer Cohn’s advice on collecting unemployment, including how to navigate tougher new rules for collecting, listen to the full interview: Listen online, download the interview, or listen on itunes.

Image: Burt Lum, via Flickr

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  • http://None Juan Monzon

    Question: I am in the state of Florida. My unemployment compensation claim appeal was dismissed because the mediator said I applied late. I participated in a hearing but no decision was made by those present. Do you take unemployment compensation claim cases or can you recommend someone to me who is in south Florida? Your response would be most appreciated. Juan Monzon

    • Spencer, Nat’l Employee Rep.

      I represent claimants in unemployment hearings in Florida as well as in most states, but I’m afraid you’ve reached out to me too late.

  • veronica kelly

    I was hired by Home Depot March 30th,1990 18yrs. as a Kitchen Designer,rest as flooring associate, and plumbing associate, I enjoyed working with people, I transfer to Florida with my New Jersey Salary, the store manager who hired me in the Gatlin Blvd.store is no longer there. In 2010 the three Designers including me was put on PIP that”s when the Economy crash and no one was buying kitchen, people was holding on to their money, the managers pretend they don”t know whats going on,from November through February I was called into the office for customer complaint, the first on said I told her the reason her foot is hurting her is because she is too fat, never happened,they tried to lay a foundation of bad customer service. second one customer tripped on a piece of 4×8 sheet of laminate, when I say what happened I went to the customer and ask if he was OK. he rolled up his pants and said he was.I had nothing to do with it, but for my own concern, I found out who place the laminate on the floor, I was called in the office again I told them I had nothing to do with it, the store manager Antonio Vasquez told me that if the customer had sued Home Depot I would be fired, but they said nothing to the associate that put it there.At one point I think the store manager was sending people directly to me and then make up these stories.the next customer customer came in the department and he wanted a design using the stock cabinets, which came to under $2,000.the husband liked the price. the wife came in she did not like the cabinets, and she wants a design using the special order ones, I could not do the second design at that time because my appointment had arrived, I told her that if I have the time to do it I will, and will fax it to her,that never happen I was the only one working, when you get overtime it have to be cut. now the customer refused to make an appointment, she comes in the next day I was sitting with my appointment. I explained to her that I did”t get the time to do the design, but as soon as I am finished I would take care of it and fax it to her which I did, it came to $5,000. I called and spoke with the husband who said it was too expensive, by that time she spoke with Antonio the store manager. I was called to the office again I explain to him what had happen, he told me that he knows the customer from his old store and I have cost him over $17,000 because that”s what the customer was going to spend, I told him impossible because $5,000 was too much. Antonio told me that I was given two Final warnings and in all his years with Home Depot he never see anyone gets two warning and still with the Co. I said to him that I know nothing two warnings unless he is talking about the PIP in 2010. March 30 was my monetary review I was called in the office April first I was called to the office for my review, everything was negative where customer service was concern, I was told this is a round table decision, he had the termination paper already filled out. he previously fired three Jamaicans I am the 4th.February 18 he brought in an associate from another store who is a kitchen designer and appliance person, at that time I was told by another associate that he was going to take my place, on my day off he would cover, now I am fired he takes over. the two designers in kitchen is now white.I think I am being discriminated. I gave them 23years.

    • Spencer, Nat’l employee Rep

      If you believe you were treated unfairly, you should contact and file a charge of discrimination with the Equal Employment Opportunity Commission and you should file for unemployment benefits.

  • Jennifer Jarvis

    I’m wondering if I have a shot at getting unemployment and if you could give me tips on how to fight in my hearing. I wish I had read this article before I quit because it might would have helped in my approach. My company required that we had a quota of recruiting 16 foster parents and I was unable to meet the requirement. I thought it was in the whole year but my supervisor told me it was 4 per quarter after I was working there. Anyway, in Jan they gave me a verbal written warning that if I didn’t get my numbers up my last day would be March 1st. Then in Feb I received a written warning, same thing. My supervisor said I could quit but didn’t say I had to resign. I wrote my resignation saying that I quit bc i wasn’t given the budget promised. What should I say to fight the dispute?

    Thanks!
    Jen

    • Credit.com

      It’s going to be difficult to fight for unemployment in your case because it wasn’t documented. We’re not saying it’s not possible but, unfortunately, we’re not attorney’s and can’t provide legal advice. Our suggestion would be to speak with an attorney to find out what your rights are and whether or not you have a case to fight for unemployment.

  • kaigler

    I quit my job because it was my last option. I was given FMLA to care for sick parent and reported my time accuartely for some reason my employer did not send information over to company that handles leaves until over 30 days later. Within that time I also left to take my maternity leave. Now this is where it gets confusing. My maternity leave went into effect 12/18/2012. On 1/3/2013 I received a call from the FMLA company explaining that time was denied for any dates I used prior to 12/18 because my company did not report time to them until 12/28. I contacted my employer 6 days before my delivery date and advised them of the issue. my sup stated that all they can do is place me on a final 6 month written. After maternity leave ended a tragic incident happened with my newborn son which required me to request for more leave. All FMLA was exhausted so I had to take a leave I requested a 90 day leave but was denied and only granted 30 days. With the written in place per company policy no sick time can be granted and i can not use personal or vacation time until after 30 days of attendance. which is not possible to do with a new born and sick parent. they refused to adjust my schedule etc. i filed for UI but was denied. During the first hearig my employer did not show up however I was still denied UI even after that hearing. I am now on my second appeal do you have any suggestions for me?

    • Spencer, Nat’l Employee Rep

      I would seek representation to try and salvage your situation. You may contact me to discuss further.

  • Erica Esser Burdick

    I am currently in the appeals process. I have filed and wondering how I should go about this. I did quit my job due to being a liability. I was working in a factory which requires leather shoes. Due medical condition I cannot comply with this rule. I do have medical documentation stating this. I did month prior to actually quitting receive a letter asking for my resignation. I sent an email with a PDF file attached. Stating what my limitations were and that I would know more then. I unfortunately left a message when I had quit because no one was available. The company states I never gave them any letter stating limitations. What should or should I not do? I’m a total wreck

    • Spencer, Nat’l Employee Rep.

      I’m not sure I completely understand our situation. It sounds like you were fired for not wearing the proper uniform, however, you state there was a medical reason for nor doing so. Could you give me further clarification?

  • Spencer, Nat’l Employee Rep.

    Well asking to work at home is not the same as being granted permission to work from home. Based on what you’ve written, it sounds like you were fired, so I’m not quite sure where your resigning fits in. Contact me to discuss further.

  • Spencer, Nat’l Employee Rep

    Well, I’d like to hear from your boyfriend. Unless he has a doctor’s recommendation that his work is killing him, I’m not sure what to believe. You can have him contact me to discuss.

  • http://consumerrecoverynetwork.com/ask-a-question/ Michael Bovee

    You should apply and find out. If declined, you would have the ability to appeal.

  • Spencer, Nat’l Employee Rep.

    The question becomes, why didn’t you quit years ago? The typical answer is: I needed the money. So what has changed now? You don’t need the money? If you’ve had enough, you should be documenting all dates and statements made to you over the last 6-9 months, ie., threats, language used, etc. . I’m not sure what you mean by the treatment is making you sick. Did your doctor advise you to quit? Try not to take things so personally. The customers aren’t YOUR customers, they are his. Be like “Tonalist” the horse that won at the Belmont Stakes last week. He ignored the rest of the field and won and yet he was barely on the radar. If you still can take it anymore, contact me for assistance.

  • noemi

    I resigned because my jobs was not safe and I sent a resignation letter I applied for unemployment and they sent me this: An issue has been identified on your claim. Please attend the non-monetary appointment listed below so a claims agent may resolve this issue. Does this mean I won’t be able to collect. I tried to get reassigned and they told me since the reduction in force process was over they could not do any
    thing. My appointment is on 08/13/2014 at 10:40am. What should I do?

  • garnet07

    I work for a fortune 500 company and I’ve been out on disability for 3 months I’ve seen several doctors because of a herniated disc in my neck and pain.also i have fibromyalgia which has been worse since I’ve had the problem with the disk and I have ringing in my left ear and hearing losd brought on by the new phone system they put in My own Dr. wanted to keep me out till mid October. I’m supposed to go back the end of October to see the surgeon to see if I need to have surgery . Then disibility called me today and told me that I have to go back to work they will stop paying me as of today! if I don’t go back and get fired will I be able to collect unemployment?

    • Spencer Cohn Natl employee re

      The question is whether you can work? The next question is when (what date) does your employer expect you to return. Then return on your due date and see what the employer can do for you and what you can do for the employer.

  • http://www.Credit.com/ Gerri Detweiler

    What an awful dilemma! Have you considered calling your local child protection agency? I assume you can report your concerns to them anonymously.

  • Spencer, Nat’l Employee Rep

    Why would you quit your job? Based on what I’m reading, you’re more likely to be fired for not paying attention to your work….but first, how reliable is the information that this teacher has threatened to end her own life or was not properly supervising the children? Unfortunately, the fact that you “feel” this teacher is unstable doesn’t matter at an unemployment hearing. You will need an expert to make that assessment. If you are so afraid for your child, perhaps the best suggestion is to take your child out of the program, temporarily, file a complaint with Children and Human Health Services and after it has been investigated, then decide the next course of action. At this time, since the situation is appears dire, where you can’t sleep or eat, most certainly your own work is being affected so before you lose your job from this, take action now.

    • evelyn

      I saw her texting on her phone while my child was in the high chair eating by himself for over 5 minutes she was talked to about it and admitted it and said she wouldn’t do it again. She asked our boss if she could not have contact with my child because she doesn’t want to deal with them. They didn’t do anything because they did not want her to get upset and quit because she goes through extreme high and low emotions at work. She text another employee and said she wanted to end her life last weekend and that she was totally ok with it. I cannot afford to pay full price at another day care and have nobody else to watch him. So in fear for his safety I would need to quit and take care of him myself

  • Spencer, Nat’l Employer Rep

    Here’s an analogy for you, I left my wife for a younger woman and it didn’t pan out so I go back to my former wife and ask for forgiveness. If you leave your job voluntarily for personal reasons, collecting unemployment benefits will not be likely. If you left your job for reasons attributable to your employer, then your “chances” are brighter.

  • http://www.credit.com/ Credit.com Credit Experts

    It’s unlikely. If you leave your job voluntarily for personal reasons, you’re not usually eligible. If you leave because of reasons related to your employer (say, you were laid off or subjected to illegal treatment), you would be more likely to qualify.

  • Spencer, Nat’l Employee Rep

    I would like to know more. When you were introduced to your job, were you informed where you would be working? Did they state your duties and responsibilities or who would be your supervisor? Were you informed that you would be the Controller? What did they ask you to improve upon? What were you told exactly to infer that you would be terminated? What prompted you to quit, Sounds like they misrepresented your position from the start, so why did you wait to quit? Why not wait to be terminated? I believe I can help you. Contact me to discuss further.

  • Spencer, nat’l Employee Rep

    Can you be more specific when you say, “The
    business income is not enough to pay my salary…”. Are you being paid what you started? Second, when you say, “I am always paid late if at all.” Is your weekly paychecks current? While I sense your loyalty to the company and your dedication, you do not own the company. If the employer wants to be an absentee manager, and ignore his business, that’s his decision, not yours. Your concern is getting paid timely, being paid what he represented when hired and you’re doing what you were hired to do. If the employer is not doing all of these things, then you need to let him know that he is not living up to his end of the bargain and find out if he plans on continuing down this path and for how long. Once you have a clear understanding on what his vision is then you can make your decision. Let me know his answer and then we can go from there. Keep in mind that unemployment doesn’t care if you are paid late, they only care if you are paid, so don’t think being paid late is good cause to quit your job. Contact me for further assistance.

  • Spencer, Nat’l Employee Rep

    The first thing I would do is prepare a letter outlining what your understanding was when you were hired, your pay rate, your hours, who was your supervisor, etc. and ask your employer if his understanding was the same. After you know what his expectations are then you will be in a better position to know your best course of action. I’m curious what it was that caused them to lower your salary range and when did that happen? Claimant’s allow themselves to be abused at the workplace because they need a paycheck but when an employee is being treated unfairly or taken advantage of, action needs to be taken immediately.

  • Spencer, Nat’l Employee Rep

    Ruby,
    The nerve of some employers! Maybe your employer would like to tell you when you can go to the bathroom too. I would like to know when your appointment was scheduled and what was it change to? It seems certain that you will have an unemployment hearing. If so, get representation. You may contact me for representation.

  • Spencer, Nat’l employee Rep

    Ruby,
    Do you have a hearing coming up? If so, you should contact me or someone to represent you at your hearing. My number is toll free (866) 805-9492. I was curious as to whether the times that were changed were unreasonable. Also, in the future, I would make sure that the physical therapy office does not change your times unless authorized by yourself.

    • Ruby

      Hello again! Dont know what to do. The unemployment was declined and I feel that is not fair because the manager caused it. I want to file an appeal but not sure how that works and what to do after I do that. Do you think that once I do that Ill have a chance to get unemployment? Which time works the best for you if you want me to call you. Thanks for all your help.

      • Spencer, Nat’l Employee Rep

        Call me anytime. again, my toll free number is (866) 805-9492. Spencer

  • Spencer, Nat’l Employee Rep

    Christopher,
    I would need to know what your terms of employment were when hired. As far as they’re “ripping people off” is really not your concern, unless there is some illegal activity going on, then contact the police. Also, you mentioned “not given any breaks or lunches”, again was it always this way? And, your statement about the employer fighting you to attend church. Does this mean he is knowingly scheduling you on your day to attend church? As to quitting, regardless, your employer will contest your claim for benefits simply because employers do not know that one can collect benefits through quitting. What I would do before quitting is review with your employer these grievances in writing and see if he plans on correcting these issues. If not, bide your time, it’s tough out there, and actively seek other employment. If satisfactory, you should stay employed and look for other employment when you’re not working and leave on your own terms.

  • Spencer, Nat’l Employee Rep

    First of all, your daughter needs to separate her work from her child’s day care issues. With regards to her daughter, she needs to prepare a journal on how her child is being treated. The date the incident occurred, a one or two sentence describing the incident, who she complained to, and the response to remedy the situation. After accumulating 5 or 6 incidents, file a complaint with the Children’s Health and Safety. As to your daughter’s “child endangerment” allegation, it sounds like its inevitable when she returns to work, they are going to fire her. It seems suspending someone for being accused of a swear word is a little harsh, but that’s the employer’s prerogative. How does the employer know any child heard anything? What’s the policy on profanity at the workplace? There may be more to this story than your daughter is telling you, but that’s my guess. The good news is if she loses her job, she can contact me for help. spencer@beattheboss.tv

  • Makeitgreen

    Quiting my job gave two weeks notice I felt like I had reached the last possible position and pay rate that I can get I would like to know if I could get unemployment still

    • Spencer, Nat’l Employee Rep

      I can never figure this out? Why do employees give two weeks notice? Is it because it’s morally the right thing to do? I ask you, would the employer give you two weeks notice if they wanted to fire you? No, they’d fire you on the spot and probably escort you off the premises and if you were lucky someone might say to you, “take care”. Unless you are under contract, you are not obligated to let your employer know your business just like the employer would not share with you his/her intentions. But my question to you is, why did you give notice on the day that you chose to give notice? Why not quit the day before or a month before? Was it because you needed the paycheck? I assure you this is the wrong answer. If not, what made you give notice? Because you “felt” like you reached the last possible position and pay rate? The state doesn’t care how you feel. The state wants to know if the employer was justified in demoting you. The state wants to know if your last position and pay rate was a temporary situation or whether you were applying yourself. File for unemployment benefits and contact me if you are denied.

  • S.M

    My husband in June of 2014 took on a new job. The new company offered him better health insurance, higher pay, better hours, and all around was a better company. He left his previous employer with a 2 week notice and on good terms. On Oct 31, 2014 my husband went into work and they laid off 90% of the company. A main machine broke and would take months to get it fixed so everyone, but the managers were let go. There was no sort of warning or heads up. On November 1st we filed for unemployment, waited our 1 week waiting period and received one weeks pay. We then received a letter stating that his claim was “exhausted” and no further payments would be paid. We appealed it and were told it was exhausted because the wage “base period” was Jun 2013-June 2014 and he left his employer on his own free will. We expressed our understanding of him leaving that job, but that it had nothing to do with the most current job laying them off. We requested an “alternative base period.” Being Aug 2013- August 2014 which would give him wages from the most recent employment and allow him to collect on the employer that laid him off. That too was denied. He has been out of work for 2 1/2 months and has continued to request payment through the entire process. If they would accept the claim he is owed almost $4,000. Can you give us any advice or should we just let it be? Thank you!

    • Spencer, Nat’l Employee Rep

      Keep in mind that states usually look at the base period starting 18 months back from the date your claim is filed. He will probably have to wait awhile to collect at least until his last employer falls into the base period to collect benefits.

  • Spencer, Nat’l Employee Rep

    A common mistake employees make is accepting certain shifts when hired and then circumstances change or medical issues arise causing one to require different hours. The easy solution is to visit with a doctor, explain your situation and then if it can’t be treated or cured with prescriptions, (This would also apply to your foot issues as well.) your doctor will then recommend separating from employment for sleep issues or require you to have a chair. Then your boss can go back using the lock for its intended use- his bicycle! If your employer tells you the situation is temporary, find out how much longer it will continue and hang in there. (3 weeks is reasonable) If they refuse, which it sounds like that’s the path they are on, then submit a resignation letter that you are leaving for medical reasons. Then file a charge with the Equal Employment Opportunity Commission (EEOC). As to bonuses- bonuses are gratuitous, unless they were promised when hired with specific parameters you might have a contract action against them, however, I doubt your company did that. Unfortunately if they keep changing the goalposts there’s not much you can do. Lastly, as far as your employer giving you additional duties, are the duties similar to what you were doing, or just more, ask for a raise or put in writing and inform your employer that you expect your productivity to go down because of the extra workload. Put your employer on notice! It’s not a one way street. And finally, I wrote a book, It’s called “Beat the Boss – Win in the Workplace” and is available on Amazon, either paperback or Kindle. Check it out.

    • Sparrow

      Thank you so much for your prompt reply! AND the great advice. I’m planning to see a foot doctor about a stress callus that’s in my left foot, and which never goes away. It’s in there deep – I use an emery board to sand it down, and once I had a foot doctor remove it, but it grew back. It’s like walking on a rock even on carpet – you can probably imagine what it’s like walking on a concrete floor. I’ll see if my new foot doctor thinks it’s a legitimate reason to leave my employment – my last foot doctor seemed to think that it was just an ongoing ailment that can’t really be cured, especially if I have to walk around on concrete for 7 hours a day, 5 days a week. We’ll see.

      As for my new duties, they are definitely in the “more” category – I now have to be an “assistant-assistant manager – to function as an assistant to my assistant manager, in other words – assign duties to production operators, among other things, that I never had to do before. It happened this way – I was sat down by two other employees and given a list of duties and told “This is what you were supposed to be doing all along as a ‘specialist’, and now you must do them”. It’s not enough that I now have to do what used to be done by “auxiliary” workers – I now have to step in and do what used to be done by my assistant manager. I looked at the long list of new duties and my reaction was “I’m supposed to do ALL THIS for $14 an hour?!!!” To say I took kindly to this would be untrue. I was unhappy about it, and I let my manager know – to no avail, as I’ve already mentioned.

      Anyway, thank you for your advice, and I will look into buying your book. I wish it were available on Nook, though – that’s my e-reader device. Thanks again!

  • Spencer, Nat’l Employee rep

    Are you planning on quitting? Don’t quit. Hang in there. Why is the employer putting you down? Because you’re not performing to their satisfaction? You must confront the employer and tell them to stop. Do not challenge anyone and say for instance, “if you don’t like me why don’t you fire me?”–That would be a bad thing for you to say. What you should do is tell them to stop immediately. If it continues, file a charge of discrimination against them while you’re working there and tell the EEOC that you’re being treated this way because of either your race, national origin, age, gender, disability, etc.(pick the one that applies). Also, buy my book, “Beat the Boss- Win in the Workplace” available on Amazon or Barnes and Noble websites.

  • JD

    Hello I recently went on Maternity leave and am now on FMLA. I bid on a shift change (to night shift) at the beginning of my leave. I did this so when I return from leave Ill be able to work nights for child care reasons. I was approved for the shift. When I addressed my manager about returning to work (2 months after I was awarded my new shift) she informed me I did not get this shift and stated it was because no one can change shifts during leave and the person that gave me the new shift was unaware I was on leave. I have tried everything I can to get my company to let me have this shift, or any night shift, work part time, or weekends only. They are denying all my request. Is there anything that I can do? I work for a huge fortune 500 company, if that matters.

    • Spencer, Nat’l Employee Rep.

      Clearly, your supervisor isn’t your best friend and unsympathetic to motherhood’s challenges and demands. And, there’s HR once again siding with management. I’d like to see that policy.about not allowing shift changes while on leave. There is likely no such policy. But aside from that, knowing that your shift change has been refused, you have a responsibility to find child care under your old schedule. Since your employer has changed course, they should give you reasonable time to nail down arrangements, since they caused your dilemma.. When you return to work at your previous schedule, put in for the transfer. Prepare for a 6 month wait. The employer will likely grant you the transfer, terminate you or you will lose patience and quit. Don’t quit. Hang in there, give it some time.To discuss further, feel free to contact me.

  • Spencer, Nat’l Employee Rep.

    It’s not up to your employer whether you get your benefits.Based on what you’ve written, you need only say, “discharged, my employer was not happy with my performance.”. I would suggest saying nothing further. If you are denied, contact me.

  • Lori Cathey

    I’m wondering about what I need to do about making money while trying to collect disability. I’ve been told I need to drop my hours to below 20 but I can’t live on that and I would lose my insurance through the company. I have multiple problems with my health and can not afford to be without health insurance or money to pay for prescriptions. My Cardiologist thinks my job is to stressful but no one is going to hire a soon to be 50 year old with multiple health issues. What should I do?

    • Spencer, Nat’l Employee Rep

      What’s your job? Do you work with alligators, a test pilot or professional poker player? Why is your job so stressful? Perhaps you just need to lower your standard of living and fifty is the new forty. Get a massage and take some zen classes. Life is what you make of it.

  • Spencer, Nat’l Employee Rep

    Certainly don’t want to challenge your boss. Threatening your boss is not going to help either. Make a journal of each incident. Document when you complained and the employer’s response. After you’ve acquired around 30 legitimate incidents of poor behavior by your employer, you should have good cause to quit to be eligible for benefits.

  • Deanna

    I quit my job because i had a verbally abusive supervisor that also degraded me and yelled and cursed at me. I put up with this for years, I even went to the general manager several times and he acknowledged
    she did not talk to me appropriately and would talk to her, She would get better for awhile and then it would go back to the verbal degrading abuse when something was done wrong. I told her several times she had no right to talk to me that way. She was awful. I was intimidated, and suffered anxiety and depression due to her treatment of me. I finally knew I had to quit or someone was gonna get hurt. I took it to the general manager who stated that he wanted to stay out of it and for us to handle it among ourselves. It was his thought that we were just two women that couldnt get along, but it was more that that, Her yelling and screaming and insinuating only somebody stupid would do it that way. I knew he was not going to do anything about it and I had to leave or eventually I would snap, It is not right for a supervisor to talk to an employee like that and several times would make me cry and she also talked to others like that and they say I should have gone to state eoe. They denied my appeal for unemployment and I feel this is why people go postal. Supervisors should be held accountable for doing this to an employee, What can I do? Crying in Arkansas?

    • Spencer, Nat’l Employee Rep

      Do you have an unemployment hearing coming up or did you already have one? I hate to Monday morning quarterback, but what you should have done was walk out the moment your supervisor verbally abusing her and come back to work the next day. You probably should have made a doctor’s appointment and then you would have record of your troubles. Finally, I would have called the police and have them show up to speak to your supervisor, since your employer was unwilling to take action. If you have an upcoming unemployment hearing, contact me and I would be happy to help you.

  • jackie

    I lost my job 2 years ago and accepted a job I was over qualified for at a company, but happy to be working and not on unemployment. 2 years later a position opened up that I am fully qualified for with 24 yrs experience in a 3rd party software they are implementing, I applied for the position and was denied because they wanted me to stay where I was hired because I was doing a good job there. There are many others in the company qualified for my current job and could replace me. In addition there are 3 others with the same job title and position that spend most of the day ‘not working’. I am the only one in the company with this experience and if I applied from the outside they would hire me. (the project director wanted to hire me) Can I collect unemployment if I quit because I was denied the job I applied for?

  • Spencer, Nat’l Employee Rep.

    Are you too intimidated by him to sit down and discuss your concerns? The first thing you should do is open a line of communication. Bring to his attention that his childish behavior is distracting and unproductive to you as well as the rest of the staff. Journal the incidents when they occur and your meeting. If the behavior continues, call the police and tell the police his behavior is threatening. I’m sure he’ll stop. If he doesn’t, then the police will put him in jail overnight and he can walk on eggshells behind the bars.

  • anna

    Okay I work in a assisted living facility and our new administrator refuses to provide us with gloves to do our job I’m a medication aid so we come in contact with blood bodily fluids all the time blood sugar checks wound care people fall and are bleeding sometimes eye drops etc do you think if I quit this would give the opportunity for unemployment cause I’m not getting the stuff I need to protect myself from infection ? ??

    • Spencer, Nat’l Employee Rep

      I’m not so sure quitting a job because your employer does not provide its staff with latex gloves would be good cause to leave your job and collect unemployment benefits. It reminds me of the movie “Moneyball” with Brad Pitt. There was a scene in the movie where the ball players had to pay for soda. They were disgruntled but it’s not enough to leave your job. I would bite the bullet and provide your own gloves and come xmas, deduct the amount of money you put out for the box of gloves from your supervisor’s next xmas present or birthday cake….and tell your administrator, I would have loved to get you a better gift, but my money went towards the gloves you failed to provide.

  • Spencer, Nat’l Employee Rep

    The best move is to contact the Equal Employment Opportunity Commission (EEOC) and explain how you are being treated. I’m afraid going to HR is like contacting the enemy. You’re unlikely going to get a favorable resolution.

  • Bill Chambers

    I was hired on with another cleaning company working in the same building and been with them for just over a year now. But I’m having a problem with my supervisor where he’s yelled at me a number of times when it was completely uncalled for like for example there was a stack of paper’s that he wanted me and 3 other works to sign that were sitting at work so I signed them so I thought…then the next day he’s call’s yelling at me saying why didn’t I sign the paper’s. This is just 1 example there’s been plenty other times I’ve almost quit 3 times now but only reason I wont quit is I’m worried about not being able to get unemployment. So I want to report him only problem is I’m afraid too because I think he’s friends with our employer and not only that I’m afraid of it causing even more problems at work. Any idea’s what I should do? I was thinking of writing a letter, scanning it then email it to someone even higher up so it’s documented but then what do I just quit or wait to see if anything changes? I’d look for another job first but it might take awhile since my Fiance works fulltime midnight and I have to work around her schedule

    • Spencer, Nat’l Employee Rep

      Stop worrying and submit a complaint. Make sure you include examples of how you’re being treated and indicate how this behavior is interfering with your performance. If you’re fired for filing a complaint, you can show it was a direct result of your complaint. Start looking for a job, but don’t get caught looking. Employers can be very selfish, if your employer learns that you are looking elsewhere, he might pull the trigger faster.

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