reglab/statecodes huggingface dataset:
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-19 - Good cause attributable to the employer

Current through July 10, 2024
In determining whether an individual's reason for leaving
				suitable work is for good cause attributable to the employer, the Administrator
				must find that the reason relates to wages, hours or working conditions which
				comprise the employment that the individual voluntarily left.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-20 - Good cause-wages

Current through July 10, 2024
To determine that an individual voluntarily left suitable work
				for good cause attributable to the employer, the Administrator must find, with
				respect to wages, that the individual's employer:
(1)
(A)
			 breached the original employment agreement or made a material misrepresentation
			 at the time of hire; or
(B)
			 violated state or federal statute or regulation governing payment of wages and
			 such violation had an adverse effect upon the individual; or
(C) failed to grant the individual a wage
			 increase in violation of his employment contract or a previously established
			 express commitment by his employer; or
(D) unilaterally reduced the individual's
			 rate of pay; or
(E) failed to
			 provide remuneration in the form of cash or negotiable check, unless the
			 employment contract specifically provided otherwise; or
(F) paid compensation based on piece rate,
			 commission or similar method which resulted in a wage significantly lower than
			 that which the individual had reason to expect under the employment agreement,
			 provided such unsatisfactory wage was not caused by the individual's wilful
			 disregard of the reasonable requirements for proper job performance;
			 and
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-21 - Good cause-hours

Current through July 10, 2024
(a) To determine
			 that an individual voluntarily left suitable work for good cause attributable
			 to the employer, the Administrator must find, with respect to hours, that:
(1) the individual's employer:
(A) during the course of employment,
			 substantially changed the hours established in the employment agreement and
			 such change had a significantly adverse effect upon the individual;
			 or
(B) violated state or federal
			 law governing hours of employment and such violation had an adverse effect upon
			 the individual; or
(C) required the
			 individual to work irregular or excess hours which would endanger the
			 individual's health or safety; and
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-22 - Good cause-working conditions

Current through July 10, 2024
(a) To determine
			 that an individual voluntarily left suitable work for good cause attributable
			 to the employer, the Administrator must find, with respect to working
			 conditions, that:
(1)
(A) during the course of employment, the
			 individual's employer substantially changed a working condition established in
			 the employment agreement and such change had a significantly adverse effect
			 upon the individual; or
(B) working
			 conditions endangered the individual's health or safety to a greater degree
			 than is customary for the employer's industry; or
(C) working conditions threatened the
			 individual's health, either by causing illness or by contributing to the
			 aggravation or worsening of the individual's medical condition; or
(D) working conditions violated a state or
			 federal statute or regulation governing worker health or safety and such
			 violation had an actual or potential adverse effect upon the individual;
			 or
(E) the individual's employer
			 acted so as to deprive the individual of equal employment opportunity in
			 violation of state or federal statute, regulation or executive order;
			 or
(F) the individual's employer
			 established and enforced a workplace rule which imposed a new and unreasonable
			 burden on the individual, or was applied to the individual in a discriminatory
			 manner; or
(G) the individual was
			 subjected to conduct that a reasonable individual would consider physical abuse
			 by a fellow employee or his supervisor or any other authorized representative
			 of his employer; or
(H) the
			 individual was subjected to a pattern of verbal abuse which would be offensive
			 to a reasonable person by a fellow employee or his supervisor or any other
			 authorized representative of his employer; or
(I) the individual's employer required the
			 individual to perform an activity which was unlawful, dishonest, or would
			 otherwise pose an undue risk to the morals of a reasonable individual, or would
			 unduly interfere with the individual's free exercise of religious belief;
			 or
(J) the individual was subjected
			 to threat or intimidation as the result of participation in any lawful union
			 activity; or
(K) the individual's
			 employer breached a definite promise to promote the individual after the
			 individual fulfilled the conditions for promotion; and
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-23 - Voluntary leaving to care for seriously ill child, spouse or parent

Current through July 10, 2024
(a) For the purposes of this section, the
			 following definitions shall apply:
(1)
			 "Illness or disability" means an illness or disability diagnosed by a health
			 care provider that necessitates care for the ill or disabled person for a
			 period of time longer than the employer is willing to grant leave, paid or
			 otherwise.
(2) "Spouse" means the
			 individual's partner in a marriage or civil union legally recognized by the
			 state of Connecticut.
(3) "Child"
			 means natural child, adopted child, stepchild, legal ward of the individual, or
			 any child found to be a dependent under section
			 31-234 of
			 the Connecticut General Statutes.
(4) "Parent" means the individual's natural
			 parent, adoptive parent, step-parent, parent-in-law or any person who served as
			 the individual's legal guardian through the age of majority.
(5) "Health care provider" means (a) a doctor
			 of medicine or osteopathy who is authorized to practice medicine or surgery by
			 the state in which the doctor practices; (b) a podiatrist, dentist,
			 psychologist, optometrist or chiropractor authorized to practice by the state
			 in which such person practices and performs within the scope of the authorized
			 practice; (c) an advanced practice registered nurse, nurse practitioner, nurse
			 midwife or clinical social worker authorized to practice by the state in which
			 such person practices and performs within the scope of the authorized practice;
			 (d) Christian Science practitioners listed with the first Church of Christ,
			 Scientist in Boston, Massachusetts; (e) any medical practitioner from whom an
			 employer or a group health plan's benefits manager will accept certification of
			 the existence of a serious health condition to substantiate a claim for
			 benefits; (f) a medical practitioner, in a practice enumerated in subparagraphs
			 (a) to (e), inclusive, of this subdivision, who practices in a country other
			 than the United States, who is licensed to practice in accordance with the laws
			 and regulations of that country; or (g) such other health care provider as the
			 labor commissioner approves, performing within the scope of the authorized
			 practice.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-23a - Voluntary leaving to escape domestic violence

Current through July 10, 2024
(a) For
			 purposes of this section, the following definitions shall apply:
(1) "Abuser" means a family or household
			 member or a current or former sexual partner who engages in the domestic
			 violence, which includes the forms of conduct described in subsection (2) of
			 this section;
(2) "Victim of
			 domestic violence," as defined in section
			 17b-112a(1)
			 of the Connecticut General Statutes, as amended from time to time, means a
			 person who has been battered or subjected to extreme cruelty by (A) physical
			 acts that resulted in or were threatened to result in physical injury, (B)
			 sexual abuse, (C) sexual activity involving a child in the home, (D) being
			 forced to participate in nonconsensual sexual acts or activities, (E) threats
			 of or attempts at physical or sexual abuse, (F) mental abuse, or (G) neglect or
			 deprivation of medical care; and
(3) "Family or household member" means an
			 individual who falls within any of the categories, as defined in section
			 46b-38a(2)
			 of the Connecticut General Statutes, as amended from time to time:
(A) spouse, former spouse;
(B) parents and their children;
(C) persons eighteen years of age or older
			 related by blood or marriage;
(D)
			 persons sixteen years of age or older other than those persons in subdivision
			 (C) of this subsection presently residing together or who have resided
			 together;
(E) persons who have a
			 child in common regardless of whether they are or have been married or have
			 lived together at any time; and
(F)
			 persons in, or who have recently been in, a dating relationship.
(4) "Child" means natural child,
			 adopted child, stepchild, legal ward of the individual, or any child found to
			 be a dependent under section
			 31-234 of
			 the Connecticut General Statutes.
(5) "Parent" means the individual's natural
			 parent, adoptive parent, step-parent, parent-in-law or any person who served as
			 the individual's legal guardian through the age of majority.
(6) "Spouse" means the individual's partner
			 in a marriage or civil union legally recognized by the state of
			 Connecticut.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-23b - Voluntary leaving to follow spouse

Current through July 10, 2024
(a) The
			 Administrator shall not disqualify an individual from receiving benefits
			 because the individual left suitable work to accompany such individual's spouse
			 (1)to a place from which it is impractical for the individual to commute(2)due
			 to a change in location of the spouse's employment.
(b) For purposes of this section, "spouse"
			 means the individual's partner in a marriage or civil union legally recognized
			 in the State of Connecticut.
(c) In
			 determining whether it is impractical for an individual to commute from the new
			 place of residence to the individual's place of employment, the Administrator
			 shall consider:
(1) Availability of public
			 transportation;
(2) Personal means
			 of transportation available to the individual;
(3) Common commuting patterns for individuals
			 similarly situated;
(4) The
			 individual's physical condition; and
(5) Actual distance in miles between the
			 individual's new residence and the place of employment.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-24 - Discharge and suspension-general

Current through July 10, 2024
An individual shall be ineligible for benefits until he has
				earned at least ten times his benefit rate if the Administrator finds
				that:
(1) he has been discharged or
			 suspended for felonious conduct, as defined in section
			 31-236-25, in
			 the course of his employment, as defined in section
			 31-236-26c;
			 or
(2) he has been discharged or
			 suspended for conduct in the course of his employment constituting larceny of
			 property or service, as defined in section
			 31-236-25a,
			 whose value exceeds twenty-five dollars or larceny of currency, regardless of
			 the value of such currency; or
(3)
			 he has been discharged or suspended for wilful misconduct in the course of his
			 employment, as defined in section
			 31-236-26;
			 or
(4) he has been discharged or
			 suspended for just cause, as defined in section
			 31-236-38;
			 or
(5) he has been discharged or
			 suspended for participation in an illegal strike as determined by state or
			 federal laws or regulations; or
(6)
			 having been sentenced to a term of imprisonment of thirty days or longer and
			 having commenced serving such sentence, he has been discharged or suspended
			 during such period of imprisonment; or
(7) he has been disqualified under state or
			 federal law from performing the work for which he was hired as a result of a
			 drug or alcohol testing program mandated by and conducted in accordance with
			 such law.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-25 - Felonious conduct

Current through July 10, 2024
Felonious conduct is any act by an individual in the course of
				his employment, as defined in section
				31-236-26c,
				which would constitute a felony under the laws of the state of Connecticut or
				under federal law, regardless of whether or not criminal proceedings have been
				instituted.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-25a - Larceny

Current through July 10, 2024
(a) An individual is ineligible for benefits
			 if he has been discharged or suspended for conduct in the course of his
			 employment, as defined in Section
			 31-236-26c,
			 constituting larceny of property or services whose value exceeds twenty-five
			 dollars, or larceny of currency, regardless of the value of such
			 currency.
(b) To find that an
			 individual has committed larceny, the Administrator must find that, with intent
			 to deprive another of property or services or to appropriate the same to
			 himself or a third person, he wrongfully takes, obtains or withholds such
			 property or services from an owner in the course of his employment.
(c) In determining whether the value of the
			 property or services exceeds twenty-five dollars, the Administrator shall
			 consider the market value of the property or services at the time and place of
			 the larceny or, if such value cannot be satisfactorily ascertained, the cost of
			 the replacement of the property or services within a reasonable time after the
			 larceny.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-26 - Wilful misconduct - general

Current through July 10, 2024
To find that any act or omission is wilful misconduct in the
				course of employment, as defined in section
				31-236-26c
				of the Regulations of Connecticut State Agencies, the Administrator shall find
				that:
(1) the individual committed
			 deliberate misconduct in wilful disregard of the employer's interest, as
			 defined in section
			 31-236-26a
			 of the Regulations of Connecticut State Agencies; or
(2) the individual committed a single knowing
			 violation of a reasonable and uniformly enforced rule or policy of the
			 employer, when reasonably applied, provided such violation is not a result of
			 the employee's incompetence, as defined in section
			 31-236-26b of
			 the Regulations of Connecticut State Agencies; or
(3) in the case of absence from work, the
			 employee was absent without good cause for absence from work, as defined in
			 section
			 31-236-26d of
			 the Regulations of Connecticut State Agencies or without notice, as defined in
			 said section
			 31-236-26d, for
			 three separate instances, as defined in said section
			 31-236-26d,
			 within a twelve-month period.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-26a - Deliberate misconduct

Current through July 10, 2024
In order to establish that an individual was discharged or
				suspended for deliberate misconduct in wilful disregard of the employer's
				interest, the Administrator must find all of the following:
(a)
Misconduct.
To find that any
			 act or omission is misconduct the Administrator must find that the individual
			 committed an act or made an omission which was contrary to the employer's
			 interest, including any act or omission which is not consistent with the
			 standards of behavior which an employer, in the operation of his business,
			 should reasonably be able to expect from an employee.
(b)
Deliberate.
To determine
			 that misconduct is deliberate, the Administrator must find that the individual
			 committed the act or made the omission intentionally or with reckless
			 indifference for the probable consequences of such act or omission.
(c)
Wilful Disregard of the Employer's
			 Interest.
To find that deliberate misconduct is in wilful disregard of
			 the employer's interest, the Administrator must find that:
(1) the individual knew or should have known
			 that such act or omission was contrary to the employer's expectation or
			 interest; and
(2) at the time the
			 individual committed the act or made the omission, he understood that the act
			 or omission was contrary to the employer's expectation or interest and he was
			 not motivated or seriously influenced by mitigating circumstances of a
			 compelling nature. Such circumstances may include:
(A) events or conditions which left the
			 individual with no reasonable alternative course of action; or
(B) an emergency situation in which a
			 reasonable individual in the same circumstances would commit the same act or
			 make the same omission, despite knowing it was contrary to the employer's
			 expectation or interest.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-26b - Knowing violation

Current through July 10, 2024
In order to establish that an individual was discharged or
				suspended for a knowing violation of a reasonable and uniformly enforced rule
				or policy of the employer, when reasonably applied, the Administrator must find
				all of the following:
(a)
Knowing Violation.
To find that an individual engaged in a single
			 knowing violation of a rule or policy of the employer, the Administrator must
			 find that:
(1) the individual knew of such
			 rule or policy, or should have known of the rule or policy because it was
			 effectively communicated to the individual. In determining whether the rule or
			 policy was effectively communicated to the individual, the Administrator may
			 consider the manner in which the rule or policy was communicated. Evidence of
			 the employer's actions, including but not limited to, posting of the rule or
			 policy within the company at a place likely to be observed by the employees;
			 explanation of the rule at a training or orientation session; verbal
			 explanation of the rule to the individual; distribution of a document to the
			 individual which contained the rule or policy; warnings or other disciplinary
			 action; and evidence of the individual's receipt of any document containing the
			 rule or policy should be considered in determining whether the rule or policy
			 was effectively communicated by the employer to the individual;
(2) the individual's conduct violated the
			 particular rule or policy; and
(3)
			 the individual was aware he was engaged in such conduct.
(A) If the rule or policy requires an
			 intentional act, the Administrator must inquire into the individual's intent to
			 violate such rule or policy.
(i) An example of
			 a rule or policy that requires an intentional act is a rule prohibiting
			 falsification or deliberate misrepresentation of an employer's business
			 records.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-26c - In the course of employment

Current through July 10, 2024
(a) In order for
			 the Administrator to find deliberate misconduct, as defined in section
			 31-236-26a,
			 or a knowing violation of an employer's rule or policy, as defined in section
			 31-236-26b, he
			 must find that the act or omission occurred in the course of employment. In the
			 course of employment means that the conduct must take place during working
			 hours, at a place the employee may reasonably be, and while the employee is
			 reasonably fulfilling the duties of his employment or otherwise performing any
			 service for the employer's benefit.
(b) Off-duty conduct may be considered to
			 have occurred in the course of employment if it is committed by exploitation of
			 the employment relationship.
(1) Exploitation
			 of the employment relationship may be found in cases where the individual
			 engaged in off-duty conduct which was accomplished by knowledge or access
			 acquired through the employment relationship.
(A) Some examples of exploitation of the
			 employment relationship include, but are not limited to, an individual who
			 utilizes his knowledge of the location of his employer's cash register and the
			 fact that a recently installed security system was not yet operational to
			 burglarize the premises; and an individual who uses a company van after hours
			 for his unauthorized personal use.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-26d - Absence from work

Current through July 10, 2024
(a)
Application
. The
			 Administrator shall apply this section to determine eligibility in all cases in
			 which the individual was discharged or suspended due to absence from
			 work.
(b)
Definitions.
For the purposes of this section, the following definitions shall apply:
(1) "Good cause for absence from work" means
			 any compelling personal circumstance which would normally be recognized by the
			 individual's employer as a proper excuse for absence, or which would prevent a
			 reasonable person under the same conditions from reporting for work. Examples
			 of such good cause shall include, but not be limited to: personal illness or
			 injury which prevented the individual from reporting to work; a serious
			 isolated transportation problem over which the individual had no control; or a
			 sudden event which required the individual to address a compelling personal
			 responsibility or family emergency.
(2) "Notice" means notification to the
			 employer of absence from work through any reasonable method and within any
			 reasonable timeframe prescribed by the employer.
(3) "Separate instance" means "separate
			 instance" as defined in section 31-236(a)(16) of the Connecticut General
			 Statutes.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-28 - Discharge or suspension for tardiness

Current through July 10, 2024
The Administrator shall find that tardiness constitutes wilful
				misconduct, under section
				31-236-26,
				only if the pattern of tardiness constitutes either wilful disregard of the
				employer's interest as defined in section
				31-236-26a
				of the regulations or a knowing violation of a reasonable and uniformly
				enforced rule or policy of the employer, when reasonably applied, as defined in
				section
				31-236-26b of
				these regulations.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-29 - Discharge or suspension for falsification of application

Current through July 10, 2024
The Administrator shall find that an individual committed an
				act of wilful misconduct, under section
				31-236-26,
				when it is established that the individual intentionally falsified an
				employment application which created a material misrepresentation of the
				individual's qualifications or suitability for the job.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-35 - Discharge or suspension for union activities

Current through July 10, 2024
The Administrator shall not find an individual ineligible for
				benefits if it is established that he was discharged for engaging in lawful
				union activity, regardless of whether or not proceedings under any applicable
				federal or state labor laws have been instituted.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-37 - Discharge-addiction to alcohol or drugs

Current through July 10, 2024
The Administrator shall consider addiction to alcohol or other
				drugs to be an illness. Where the Administrator finds that an individual was
				discharged for misconduct resulting from alcohol or drug usage and it is
				established, by competent medical or professional evidence or testimony that
				the individual is physically addicted to alcohol or any other drug, such
				misconduct shall not be deemed intentional or deliberate or reckless, and
				therefore shall not constitute wilful misconduct under section
				31-236-26a.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-39 - Leaving by reason of governmental regulation or statute

Current through July 10, 2024
Where the Administrator finds that an individual left work
				because the enactment or enforcement of a governmental statute or regulation
				legally precluded him from performing his job, the individual shall not be
				ineligible for benefits on account of such leaving.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-40 - Labor dispute-general

Current through July 10, 2024
An individual shall be ineligible for benefits during any week
				for which the Administrator finds that his total or partial unemployment is due
				to the existence of a labor dispute other than a lockout at the factory,
				establishment or other premises at which he is or has been employed, provided
				the provisions of this subsection shall not apply if it is shown to the
				satisfaction of the Administrator that:
(1) he is not participating in or financing
			 or directly interested in the labor dispute which caused the unemployment,
			 and
(2) he does not belong to a
			 trade, class or organization of workers, members of which, immediately before
			 the commencement of the labor dispute, were employed at the premises at which
			 the labor dispute occurred, and are participating in or financing or directly
			 interested in the dispute; or
(3)
			 his unemployment is due to the existence of a lockout.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-41 - Labor dispute-lockout

Current through July 10, 2024
(a) A lockout
			 exists whether or not such action is to obtain for the employer more
			 advantageous terms when
(1) an employer fails
			 to provide employment to his employees with whom he is engaged in a labor
			 dispute, either by physically closing his plant or informing his employees that
			 there will be no work until the labor dispute has terminated, or
(2) an employer makes an announcement that
			 work will be available after the expiration of the existing contract only under
			 terms and conditions which are less favorable to the employees than those
			 current immediately prior to such announcement; provided, in either event, the
			 recognized or certified bargaining agent shall have advised the employer that
			 the employees with whom he is engaged in the labor dispute are ready, able and
			 willing to continue working pending the negotiation of a new contract under the
			 terms and conditions current immediately prior to such announcement.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-42 - Discharge during the course of a labor dispute

Current through July 10, 2024
An individual's unemployment ceases to be due to the existence
				of a labor dispute when his employer notifies the individual that he is
				discharged and indicates an unwillingness to consider reinstatement of the
				individual at the end of the labor dispute. In determining whether an
				individual's employment continues to be due to the existence of a labor dispute
				or is the result of a discharge by his employer, the Administrator may consider
				the date of the discharge and any employer actions signifying permanent
				severance of employment, including payment of severance or vacation pay, or any
				other accrued benefits, or any other payment customarily associated with
				separation.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-43 - Labor dispute-voluntary leaving

Current through July 10, 2024
An individual who is ineligible for benefits because his
				unemployment was due to the existence of a labor dispute, whether or not he
				subsequently obtains other employment, remains ineligible due to the existence
				of a labor dispute unless he can demonstrate that he severed his relationship
				with the employer engaged in the labor dispute, or that the labor dispute has
				ended.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-44 - Effect of retirement during the course of a labor dispute

Current through July 10, 2024
An individual whose ineligibility for benefits is based
				originally on the existence of a labor dispute, and who subsequently retires,
				either voluntarily or involuntarily, shall be considered by the Administrator
				to be unemployed due to retirement rather than to the existence of a labor
				dispute.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-45 - Employer remuneration-general

Current through July 10, 2024
(a) An individual shall be ineligible for
			 benefits during any week with respect to which the individual has received or
			 is about to receive remuneration from his employer or his employer's agent in
			 any of the following forms:
(1) wages in lieu
			 of notice, including any payment made under the federal worker adjustment and
			 retraining notification act; or dismissal payments, including severance or
			 separation payment by an employer to an employee beyond the employee's wages
			 upon termination of the employment relationship, except as provided in section
			 31-236-46(c) of
			 the Regulations of Connecticut State Agencies for any separation from
			 employment occurring prior to January 1, 2024; or
(2) any payment by way of compensation for
			 loss of wages or any other state or federal unemployment benefits.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-46 - Dismissal payments; wages in lieu of notice

Current through July 10, 2024
(a) The Administrator shall
			 allocate any wages in lieu of notice or dismissal payments to the week or weeks
			 immediately following separation from employment, except that where an
			 individual's separation occurs before the end of his scheduled work week, the
			 allocation of such payment shall be effective with the day immediately
			 following separation.
(b) Where the
			 Administrator finds that all the terms essential to the computation and
			 distribution of a payment described within this section have not been agreed
			 upon, allocation of such payment shall be effective with the week of
			 receipt.
(c) For any separation
			 from employment occurring prior to January 1, 2024, where a condition is
			 attached by an employer to the receipt of a payment described within this
			 section which requires the individual to waive or forfeit a right or claim
			 independently established by statute or common law against the employer, the
			 Administrator shall find such payment to be non-allocable.
(d) For the purposes of this section,
			 statutory rights or claims include but are not limited to rights established
			 under or claims relative to Title VII of the Civil Rights Act of 1964, the Age
			 Discrimination in Employment Act of 1967, the Civil Rights Act of 1991, the
			 Employee Retirement Income Security Act of 1974, the Americans With
			 Disabilities Act of 1990, the state or federal Family Medical Leave Act and any
			 other local, state or federal law, regulation or ordinance. For the purposes of
			 this section, common law claims include but are not limited to claims relative
			 to wrongful discharge under Connecticut law. Contractual recall rights do not
			 constitute statutory or common law rights.
(e) For the purposes of this section,
			 "dismissal payments" means any severance or separation payment, by an employer
			 to an employee beyond his wages upon termination of the employment
			 relationship.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-47 - Payment by way of compensation for loss of wages

Current through July 10, 2024
(a) In order to determine
			 that a payment is a payment by way of compensation for loss of wages with
			 respect to a given week or weeks, the Administrator shall find that the payment
			 is provided for by the employment agreement and represents compensation in an
			 amount substantially equivalent to the pay an individual would have received
			 for services rendered if he had actually worked.
(b)
(1) For
			 any separation from employment occurring prior to January 1, 2024, the
			 Administrator shall find vacation pay to be a payment by way of compensation
			 for loss of wages when the vacation pay relates to an identifiable week or
			 weeks, either designated as a vacation period by arrangement between the
			 individual, or such individual's representative, and such individual's employer
			 or that is the customary vacation period in the employer's industry. Where the
			 vacation pay relates to an identifiable week or weeks, the Administrator shall
			 allocate the vacation payment to the identifiable week or weeks.
(2) Except as provided in subdivision (3) of
			 this subsection, where the Administrator finds that a vacation payment does not
			 relate to an identifiable week or weeks, the payment shall be allocated
			 effective with the week of receipt or the individual's first day of
			 unemployment not otherwise compensated, whichever is later.
(3) For any separation from employment
			 occurring prior to January 1, 2024, where an employer has closed a Connecticut
			 facility and as a result, an individual has no substantive reemployment rights
			 with that employer, the payment of accrued vacation pay shall not be
			 allocable.
(4) For any separation
			 from employment occurring prior to January 1, 2024, where an individual is not
			 required to take equivalent vacation time in order to receive vacation pay for
			 a given period under his employment agreement, the Administrator shall not
			 consider such payment to be a payment by way of compensation for loss of wages,
			 but instead shall find it to be a non-allocable bonus payment.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-48 - Other unemployment benefits; workers' compensation

Current through July 10, 2024
An individual shall be ineligible for benefits during any week
				with respect to which the individual has received or is about to receive
				remuneration in the form of:
(1)
			 unemployment benefits under any federal law, except for benefits paid under
			 section 407 (a) of the Disaster Relief Act of 1974; or
(2) unemployment benefits paid by any state
			 other than Connecticut; or
(3)
			 compensation for temporary disability under any worker's compensation law,
			 except that where an individual is being compensated for temporary partial
			 incapacity for a given week in an amount less than his weekly benefit rate, the
			 Administrator shall deduct such payment from his entitlement for that week
			 dollar for dollar.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-51 - Supplemental unemployment benefit (SUB) payments

Current through July 10, 2024
Any payments made under a contractual or employer-sponsored
				plan, created for the purpose of supplementing unemployment benefits is not
				compensation for loss of wages and shall have no effect on the individual's
				benefit entitlement.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-54 - Voluntary leaving to attend school

Current through July 10, 2024
(a) An individual
			 shall be ineligible for benefits if the Administrator finds that the individual
			 has left employment to attend a school, college or university as a regularly
			 enrolled full-time student for so long as the individual is in
			 attendance.
(b) For purposes of
			 this section, "school" means an established institution of vocational, academic
			 or technical instruction or education, other than a college or
			 university.
(c) For purposes of
			 this section, "regularly enrolled full-time student" means an individual who
			 has registered for sufficient credits to constitute full-time status, as
			 determined by the school, college or university.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-55 - Second benefit year

Current through July 10, 2024
An individual shall be ineligible for benefits if the
				Administrator finds that, having received benefits in a prior benefit year, the
				individual has not again become employed and been paid wages since the
				commencement of said prior benefit year in an amount equal to the greater of
				three hundred dollars or five times his weekly benefit rate by an employer
				subject to the provisions of chapter 567 or by an employer subject to the
				provisions of any other state or federal unemployment compensation
				law.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-56 - Voluntary retirement

Current through July 10, 2024
(a) Where the
			 Administrator determines that an individual voluntarily retired, the individual
			 shall be ineligible for benefits until he has again become employed and been
			 paid wages at least 40 times his benefit rate, except that an individual shall
			 be eligible for benefits if the Administrator finds that an individual retired
			 because:
(1) his work had become unsuitable
			 considering his physical condition and the degree of risk to his health and
			 safety; and
(2) he had requested of
			 his employer other work which was suitable, provided that it is established
			 that such a request could have provided a reasonable alternative to leaving
			 employment; and
(3) his employer
			 did not offer him suitable work.
Connecticut Administrative Code › Title 31 - Labor › 236 - Eligibility for Unemployment Compensation › Section 31-236-57 - Eligibility of an individual in training approved under the Trade Act of 1974

Current through July 10, 2024
(a) The
			 Administrator shall not deny benefits to an otherwise eligible individual for
			 any week because he is in training approved under Section 236 (a) (1) of the
			 Trade Act of 1974, or because he left work to enter such training, provided the
			 work left is not suitable work, or because, during any week he was in such
			 training, the Administrator found he was unavailable for work, failed to make
			 reasonable efforts to obtain work or refused to accept work.
(b) For purposes of this regulation,
			 "suitable work" means, with respect to an individual, work of a substantially
			 equal or higher skill level than the individual's past adversely affected
			 employment, as defined for purposes of the Trade Act of 1974, and wages for
			 such work at not less than eighty percent of the individual's average weekly
			 wage as determined for purposes of the Trade Act of 1974.
Connecticut Administrative Code › Title 31 - Labor › 236b - Guidelines for Approval by the Labor Commissioner of Job Training Programs, Job Retraining Programs, and Claimants Under Sec. 31-236b, C.G.S › Section 31-236b-1 - Approved training

Current through July 10, 2024
(a) An individual's
			 enrollment in training shall be approved for the purpose of Section
			 31-236b
			 if the Labor Commissioner finds that the training is sponsored or approved by
			 the State Labor Department, or any other department of state or federal
			 government or municipality in the state, or any labor organization, or private
			 employer and meets these guidelines for approval by the Labor Commissioner:
(1) the training relates to or develops
			 positive work search approaches to occupations or skills for which there are,
			 or are expected to be, immediate future employment opportunities in the labor
			 market area in which the individual intends to seek work;
(2) reasonable employment opportunities for
			 which the unemployed individual is fitted by training, experience and physical
			 capabilities at his highest skill level do not exist or have substantially
			 diminished in his labor market;
(3)
			 the individual has the required qualifications and aptitudes as determined by
			 the training facility or sponsor to complete the course successfully.
Connecticut Administrative Code › Title 31 - Labor › 237g - Proceedings on Disputed Matters Pertaining to Unemployment Compensation Claims › Article I - General Provisions › Section 31-237g-3 - Regulations; purpose of regulations

Current through July 10, 2024
(Statutory reference: 31-237g, 31-238, 31-252)
(a) A copy of these regulations shall be
				available for purpose of inspection by the public at each Appeals Division and
				Employment Security office and each law library maintained by the Connecticut
				Judicial Department or a Connecticut Bar Association.
(b) The Board adopts these regulations for
				the purpose of providing a procedural framework for the fair and expeditious
				disposition of appeals before the Appeals Division in accordance with both the
				Connecticut General Statutes and the procedural promptness standards prescribed
				by the United States Department of Labor. These regulations shall govern such
				proceedings unless specifically otherwise provided by state or federal laws or
				regulations. These regulations formally repeal the obsolete regulations,
				31-244-1 through 31-244-17, which governed proceedings before the former
				Unemployment Compensation Commissioners who were replaced by the Employment
				Security Appeals Division.
(c) The
				Board shall from time to time prescribe such forms as the Board deems necessary
				or useful for proper performance of the Appeals Division's duties.
Connecticut Administrative Code › Title 31 - Labor › 237g - Proceedings on Disputed Matters Pertaining to Unemployment Compensation Claims › Article I - General Provisions › Section 31-237g-4 - Chairman of the Board; Acting Chairman

Current through July 10, 2024
(Statutory reference: 31-237d, 31-237f)
The Chairman of the Board is the executive head of the
				  Appeals Division. The Chairman may delegate to any person employed in the
				  Appeals Division such authority as the Chairman deems reasonable and proper for
				  the effective administration of the responsibilities of the Appeals Division.
				  In the absence of the Chairman, the Staff Assistant shall automatically serve
				  as Acting Chairman.
Connecticut Administrative Code › Title 31 - Labor › 237g - Proceedings on Disputed Matters Pertaining to Unemployment Compensation Claims › Article I - General Provisions › Section 31-237g-5 - Referees; Chief Referee; Principal Referees

Current through July 10, 2024
(Statutory reference: 31-237i, 31-237j)
(a) The Referee Section shall include such
				Referees as the Board deems necessary for the prompt processing of appeals and
				the performance of the duties set forth in these regulations and the
				Connecticut General Statutes. Each such Referee shall be appointed by the Board
				and shall be in the classified service of the State. Any vacancy in the office
				of Referee shall be filled through appointment by the Board. Each Referee shall
				have statewide jurisdiction and venue. Any Referee may, at any time, serve in
				place of any other Referee with regard to any appeal, provided the succeeding
				Referee shall review the entire file and hearing record of such appeal,
				including such records prepared by any preceding Referee, before issuing a
				decision addressing the merits of such appeal. In any case before the Referee
				Section, the Chief Referee, upon his own initiative or the request of any
				party, may direct that the appeal be heard and the decision issued by a panel
				of Referees. In any case before the Board the Board may delegate to a Referee
				the taking or hearing of evidence or such other matters as set forth in these
				regulations. A Referee may provide assistance and advice to the Board or any of
				its members in the discharge of their duties, except that no Referee shall
				provide advice in any matter before the Board in which that Referee was
				previously involved at the first level of appeal.
(b) The Chairman of the Board shall designate
				from among the Referees a Chief Referee. The Chief Referee shall be in the
				classified service. The Chief Referee shall be the administrative head of the
				Referee Section and may delegate to any Referee or any person employed in the
				Referee Section such authority as the Chief Referee deems reasonable and proper
				for the effective administration of his duties.
Connecticut Administrative Code › Title 31 - Labor › 237g - Proceedings on Disputed Matters Pertaining to Unemployment Compensation Claims › Article I - General Provisions › Section 31-237g-6 - Decisions of the Appeals Division; electronic index of Board decisions

Current through July 10, 2024
(Statutory reference: 31-238, 31-249f, 31-252, 1-15)
(a) Final decisions of the Referees and the
				principles of law declared in their support shall be binding upon the
				Administrator and shall further be persuasive authority in subsequent Referee
				proceedings. Final decisions of the Board shall be binding as precedent in all
				subsequent proceedings involving similar questions.
(b) The Board shall provide the public
				electronic access to its decisions at each employment security and appeals
				division office through an indexing system that provides text retrieval. Such
				system shall enable the user to identify, read, and copy board decisions based
				upon the name of the parties; date of decision; citation to statutes,
				regulations, court cases, or prior board decisions; subject matter; and whether
				the decisions have been identified by the board as precedential.
(c) Any hard copy indexes, manuals, outlines
				or similar compilations of board decisions that the board maintains will be
				made available to the public at all appeals division and employment security
				offices and all libraries maintained by the Connecticut Judicial Department or
				the Connecticut Bar Association.
Connecticut Administrative Code › Title 31 - Labor › 237g - Proceedings on Disputed Matters Pertaining to Unemployment Compensation Claims › Article I - General Provisions › Section 31-237g-8 - Administrator as a party

Current through July 10, 2024
(Statutory reference: 31-237h, 31-249c)
The Administrator shall be deemed a party to any proceeding
				  before the Appeals Division. The Appeals Division shall have access to all
				  Employment Security records necessary for the performance of the Appeals
				  Division's duties pursuant to these regulations and the Connecticut General
				  Statutes. Copies of all documents and correspondence which the Administrator is
				  entitled to concerning any proceeding before the Appeals Division shall, unless
				  otherwise specified, be mailed or delivered to: "Administrator's Appeals
				  Representative, Connecticut Department of Labor, Office of Program Policy, 200
				  Folly Brook Boulevard, Wethersfield, Connecticut 06109."