1. UI Eligibility Training for Workforce Centers 03/31/2016

2. UI Eligibility Review Questionnaire

4. Why this question matters: Customers should apply for jobs they are qualified for, and would accept Information in Connecting Colorado should be complete and accurate, so the best possible job referrals are made to the Customer When information is complete, employers are more likely to find them through the system based on the skills they need If the Customer’s information is not complete and accurate: Explain the benefits of an up-to-date profile in Connecting Colorado Work with the Customer to decide upon jobs they should be applying for Use LMI and skills assessment tools to suggest skills and experience updates to Connecting Colorado Q1 – Skills Match

5. Why this question matters: Customers with a job-attached or union-attached status should not have been referred to RESEA Some customers may have not answered the UI question correctly and this could affect their eligibility for UI benefits Some customers may believe they are job-attached, but are not listed that way in the UI system If the Customer reports that they are job attached: This question is a trigger point to notify UI that the customer believes they are job-attached without being tagged in the UI system UI will investigate any referrals to determine whether the customer’s information is correct Q2 – Job Attached

6. Why this question matters: Customers who are in approved training should not have been referred to RESEA Some customers are in training that is not approved yet (but will be) Some may believe their training to be approved (but it isn’t/won’t be) It is a best practice to ensure the WFC has submitted an Approved Training (B-643) or WIOA Approved Training document to UI, and/or whether an AT service has been recorded If the Customer is not able and available to attend their training: Work with the customer to identify and potentially address any actual or perceived barriers to training, e.g. transportation issues, childcare issues, etc. Q3 – Approved Training

7. Why this question matters: Customers should seek jobs they can reasonably expect to be offered and accept Customers should be qualified for the positions they apply for If the Customer is not physically and/or mentally able to perform the functions of the positions they are seeking: Work with the customer to identify alternate positions they might be qualified for based on their experience, degree of educational attainment, and professional certifications Encourage the customer to pursue similar roles outside of their field of focus Q4 – Able to Work

8. Why this question matters: Customers should be seeking jobs they would accept if offered Customers must be available to start work on the day the employer requests If the Customer is not available to seek and accept work: Work with the customer to identify actual or perceived barriers to availability, e.g. transportation, childcare, etc. Work with the customer to find solutions to these barriers as they are identified Q5 – Available for Work

9. Why this question matters: Customers should treat their job search like their job – they must actively seek work every week they are requesting benefits Customers are notified of a required number of job contacts they must complete on their work-search logs If the Customer is not seeking work or meeting the number of contacts: Discuss what constitutes a valid job contact with the customer Work with the customer to identify additional avenues for meeting their required job contacts (i.e. online job ads, walk-in inquiries, networking events, job fairs, etc.) Encourage the customer to look outside of their field of focus for jobs they may be qualified to accept Q6 – Actively Seeking Work

10. Why this question matters: Customers should report all of their job separations to UI, as this may affect their benefit amount and/or eligibility If the Customer has recently separated from a job not reported to UI: Advise the customer that they must report all job separations to Unemployment If the customer will report a new separation in a future week, please advise the customer to report that new separation at that time Q7 – Job Separation

11. Why this question matters: Customers must be willing to accept suitable work that is offered to them Customers who have turned down offers for suitable work may not be eligible for UI benefits during that week Customers should document all job refusals (even for unsuitable jobs) so that UI can investigate and determine whether the offer was for suitable employment UI will take into consideration the fact that it is possible the job’s unsuitability may not have been discovered until the offer was made If the Customer has turned down a job offer: Advise the customer that they must report all job refusals to Unemployment, even if the work was unsuitable Q8 – Job Refusal

12. Why this question matters: RESEA requires a UI eligibility review, which includes the completion of this questionnaire and a review of the previous two weeks’ work-search logs Customers must keep records of their work-search activities for up to two years in the event of a UI audit If the Customer has not provided their work-search logs: Talk to the customer about the importance of the work-search log Work with the customer on how to properly document their work-search activities Q9 – Work Search Log

13. Questions About The Reemployment Questionnaire?

14. Work-Search Log Review

15. A work-search log is considered “complete” when it contains: The correct number of complete job contacts for each week A job contact is considered “complete” when it has: All of the information in the headers of the columns Customers should include as much information as possible to assist UI in verifying that the job contact was made, taking into consideration the method of application There are many ways to make a qualifying job contact. Here is how your customer should document them (in addition to work sought): In person: include person contacted (with title) and contact information By phone/fax: include person contacted (with title) and contact information Mail: include person contacted (with title) and contact information E-Mail: include person contacted (with title) and contact information Website: Include vacancy URL and application confirmation number The person the customer contacted should be a hiring authority. Work-Search Logs

16. If your customer’s work-search logs meet UI criteria: 1.As long as the rest of the UI eligibility review is complete, record the activity as completed If your customer’s work-search logs are incomplete: 1.As long as the rest of the UI eligibility review is complete, record the activity as completed 2.Review the work-search requirements with your customer 3.Record a potential eligibility issue in the A0 screen 4.UI will call the customer prior to making an eligibility decision 5.If they do not complete their Work-Search Log, this could result in a disqualification of benefits for that week If your customer’s work-search log is missing altogether: 1.You may offer your customer the opportunity to furnish their logs within the same week a)If they do, complete the review at that time, and note any issues as above b)If not, leave the UI Eligibility activity listed as incomplete in the A0 screen If The Log is Incomplete

17. Questions About Work- Search Logs?

18. Referrals to UI

19. Each question could trigger a referral to UI for investigation. Each trigger should be recorded at the bottom of the A0 screen as a potential eligibility issue You may combine multiple potential issues into one comment line Please make sure you scan and upload the relevant document(s) to the Customer’s Connecting Colorado Profile You only need to scan documents if you are making a referral This will assist UI in investigating the issue. Referrals to UI

22. Questions? For any additional questions, contact: Sue Rusch 303-318-9293 Sue.rusch@state.co.us