The potters herald. [volume] (East Liverpool, Ohio) 1899-1982, 1939-04-13
JOB Insurance
Continued From Page Four)

showing the Claims charged to his ac-
count so that he may know what he
is being charged with?
A.-Employers will be furnished
statement at certain intervals. The
BUG Administrator has not decided
as to what periods will be covered in
a statement.
Q.-Can a man who is on company
pension, who receives pension of
less than GO per cent of his regular
average weekly wages, get partial
Ohio unemployment compensation?
Aft he can otherwise qualify, he
is entitled to total unemployment
benefits. Pension of this type does
not affect his status.
OWL the maximum weekly earn
ings for partial payment be on 60 per
cent of same average weekly wages
where the man has several breaks in
time off or will new average be used
after each break?
A.-His determined full-time aver
age weekly wage will be used at all
times. 1t is possible that his average
weekly wage may fluctuate.
Q.-What check will company
have as to the amount the BUC pays
the claimant?
A.-This is carefully checked at the
local office, and the individual is ques-
toned every time he reports.
Q.-What is the first step for the
employer to take in case of layoff
for an indefinite period? That is, if
we may call him back the next day
or he may be off month? If we do
take him back after days, should we
report him as working to your office?
Suppose we have Is men working in
the Pattern and we put on 10 more
men to handle rush order that lasts
about 4 weeks, how would that affect
our rate? Wouldn't that increase it
to the point where we could not afford
to accept such a contract?
A.-As in cases of individual lay
offs, give employees separation notices
(see Regulation 13) with full inform
alton required thereon. Also Regula-
ton sets out record Bureau requires
from employer. Men may be re-hired
any time. All we require is proper
notices, etc. Section 1345-11 of the act
governs employment of short-time
workers as "casuals." Interpretative
decision XIV outlines the conditions
under which casual or short-time work
ers will be exempted. 1t would not in
the long run have q tendency to in
crease EMPLOYERS rates.
Q.-SuppOse we drive automobiles
from Detroit. We hire 20 men. What
would happen if we worked only / or
2 of these men only one day?
A.-For purpose of contributions
they must be included as employees.
Q.-Under compensation, what con-
stitutes 'just cause" for discharge? :?
In case we hire salesman on draw
ing account, plus commission, and he
falls below his quota Chat is, the
others are making the goal and he is
nOD, can we let him go?
A.-Neither the act nor the Admin
istrator have made any attempt to lay
down a definition as to what consti-
employer may dismiss an employe for
any reason that seems good to him.
The question of "just cause" enters
only when the employe seeks benefits
and we are called on to penalize bene-
ficiaries.
protect our rate with men who do not
qualify? They misrepresent them
selves as to their ability and after a
weeks time we find they cannot prog
ress or perform from lack of skill the
duties assigned to them?
A.-The usual thing to do is to let
such men out. Employer Of course is
required to pay contributions just the
same.
Q.-What kind of separation slip
should we make out if there is clash
of personality between a store man
ager and one of his clerks?
A.-State on separation slip cause
for discharge as we'll as in report to
the Bureau.
Q.-Can we inspect the separation
slip of another applicant before we
hire him, and is the separation slip the
permanent possession of the employe?
A.-The separation slip is the prop
erty of the employe. Employer always
has recourse to check employe through
references furnished, etc.
Q.-How about case where we
have good reason to believe that the
employe is dishonest but can't prove
it?
A.-You may let him out if you
choose, but that won't affect the en-
ploye's benefits until d case Of "just
cause" is shown.
Q.-Suppose we hire an extra man
and he works ten weeks. Prior to that
he worked twenty weeks for previous
employer. If we lay him off, would
his benefits be charged to our COM
pany?
A.-Partly 10 present and partly to
previous employers in inverse chrono-
logical order. Section 1854 Co gov
prDS.