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Employer Orientation. Recruitment and Screening Job orders Screen and refer qualified applicants Advertise opening on Workforce West Virginia website.

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Presentation on theme: "Employer Orientation. Recruitment and Screening Job orders Screen and refer qualified applicants Advertise opening on Workforce West Virginia website."— Presentation transcript:

1 Employer Orientation

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3 Recruitment and Screening Job orders Screen and refer qualified applicants Advertise opening on Workforce West Virginia website Provide Labor Market Information Facility usage for recruitment activities such as onsite job fairs, interview space, etc. Priority of Service to veterans Information on federal, state incentives and training Job Placement Services

4 Office of Federal Contract Compliance Programs (OFCCP) Provide the required Affirmative Action/Labor Law posters Review company application for compliance with EOE and WV Human Right Act. Job Placement Services

5 Free Fidelity Bonding - An insurance purchased to indemnify employer for loss of money or property sustained through the dishonest acts of their employees. These bonds are free of charge and covers any occupation. Work Opportunity Tax Credit -A federal tax income that provides incentives to private-sector employers to encourage hiring individuals from certain target groups of job seekers who traditionally have difficulty finding employment. Military Incentive Program - A state tax incentive to promote the employment of WV veterans, reservist and National Guard members. Federal and State Incentives

6 To take advantage of the no cost recruitment and screening services you will need to enroll online at www.workforcewv.org. Once enrolled, you will be able to list job vacancies in our database. These vacancies can be posted eitherwww.workforcewv.org Staff assisted – only local office staff can search database and refer qualified applicants Unassisted – only the employer can search database and directly contact applicants When placing a job order the following information is needed: Detailed job duties and qualifications (experience, education, required license/certification, salary, work days and hours) Application process (resume, online, apply in person, application) Pre hire testing/requirements (drug screening, background check) Company contact information

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8 Classrooms and On-The-Job Training The Workforce Innovation and Opportunity Act (WIOA) - The Workforce Innovation and Opportunity Act (WIOA) will help job seekers and workers access employment, education, training, and support services to succeed in the labor market and match employers with skilled workers they need to compete in the global economy. On the Job Training- On-the-Job Training (OJT) provides opportunities for participants to “learn as they earn.” The employer also benefits by being reimbursed for part of the participant’s wages during the training period, while having the services of a full-time employee. Helps Employers Find Workers with the Necessary Skills- Aligns training with needed skills and matches employers with qualified workers. Provides incumbent worker training and promotes work-based training-- increasing on-the-job training reimbursement rates to 75 percent. WIOA emphasizes training that leads to industry recognized post-secondary credentials.

9 Information on agency procedures and WV unemployment law Determination of Tax Rates Relief of Charging Claim Information Appeals and Hearings Quarterly Taxes/Online Contributions Separation Information Data Exchange System (SIDES) Unemployment Services

10 West Virginia employers can now do the following online: File quarterly unemployment compensation wage reports and schedule payment for a later date. Review employee information in detail before submitting. Bank account information is saved for future transactions. Pay delinquent contributions Third party administrators can add additional employers and payments from multiple bank accounts. go.wv.gov/eocr

11 A web-based system that provides employers with a nationally standardized format in which employers can easily and effectively respond to Unemployment Compensation’s information requests. Available to any employer or Third Party Administrator free of charge. State Information Data Exchange System (SIDES)

12 Unemployment Compensation Monetary Determination, Deputy’s Decision and Notice of Charges (WVUC-B-14-B/T4) Will be received by each employer in the base period when a claim is filed. The base period of the claim is normally the first four of the last five completed calendar quarters. Will list the gross wages paid for each quarter in the base period. Gross wages paid by your company will be listed beside your company’s name. NOTE: Any wages shown with “XXXXX” are wages paid with another employer.

13 Unemployment Compensation Monetary Determination, Deputy’s Decision and Notice of Charges (WVUC-B-14-B/T4) Will list the weekly and maximum benefit amount the claimant is potentially eligible to receive. 1.The weekly benefit amount is determined by the total gross wages, earned by all employers, in the base period of the claim. 2.The maximum benefit amount is 26 times the weekly benefit amount.

14 Unemployment Compensation Monetary Determination, Deputy’s Decision and Notice of Charges (WVUC-B-14-B/T4) Will advise if your account is liable or potentially chargeable for the claim. An employer’s charging rate may be affected when a claim is filed. After the first three years in business, the charging rate is reevaluated on a yearly basis and is based on various factors of which the number of charges against your account is taken into consideration.

15 Relief of Charging WVUC Law, Chapter 21A-5-7(2) provides that no base period employer’s account shall be charged for benefits if the individual left employment for a disqualifying reason as set forth in Chapter 21A-6- 3(1), voluntary quit, or 21A-6-3(2), discharge for misconduct. As a base period employer, you are potentially entitled to relief of charging if you are not the last employer and if the reason for separation is not being considered to determine eligibility of benefits. When relief of charging is requested, an informal investigation will be conducted and the employer will be notified of the results.

16 Relief of Charging To request a relief of charges, you must furnish separation information establishing the disqualifying reason within fourteen (14) days from the date of notification of the claim file. (Postmarked 14 days from the date mailed-shown on the front of the form). Further, you may request relief of charges if the claimant was continuously employed by you on a part-time basis, if that employment continued when the claimant was separated from other employment and is otherwise eligible for benefits.

17 Relief of Charging Relief of charges will not be granted: if the claimant was separated from your employment due to lack of work. to any employer who elected to reimburse the state for benefits paid in lieu of contributions, also know as a reimbursing employer.

18 An employer’s account shall not be relieved of charges if the department determines that an erroneous payment was made because the employer, or agent of the employer, was at fault for failing to respond timely or adequately to the Agency’s request for information relating to a claim for benefits; and the employer or agent has established a pattern of failing to respond timely or adequately to such requests.

19 Separation and Adjudication If you are the last employer (or thirty day employer) on this claim, you or your designated representative will also receive a Request for Separation Information (WVUC-B-6A). This form MUST be returned within four (4) days from the date of receipt. This form may be returned by mail or fax, or you may register for and participate in Separation Information Data Exchange System (SIDES), an electronic notification and transmission system. It is extremely important that you provide detailed/complete information on this form and return it timely. The information furnished will be used in determining if the claimant is eligible and qualified to receive benefits.

20 Separation and Adjudication If the claimant was discharged, the burden to prove misconduct rests with the employer. You should provide specific and detailed information about the final incident that led to the claimant’s discharge and include any/all pertinent documents, such as copies of policies, signed acknowledgements of those policies, and any warnings issued prior to separation.

21 Separation and Adjudication If the claimant voluntarily quit, the burden to prove that the employer is at fault rests with the claimant. However, you would also need to provide any information you may have relevant to the reason the claimant quit. You would also need to provide any/all pertinent documents, such as copies of resignation notices, hiring agreements or contracts, etc.

22 Separation and Adjudication If the Agency receives conflicting information from the claimant or employer, this may result in an informal predetermination review hearing. If the employer receives a Notice of Hearing Before the Deputy (WVUC-B-210), please review the telephone number listed for your company. If incorrect or if you wish to have another number called, please notify the Deputy/Office immediately. Please note that any/all documents to be considered must be furnished prior to the hearing. These hearings are not normally rescheduled.

23 Separation and Adjudication Once all information has been obtained by the Deputy, the Deputy’s Decision (Form WVUC-B-14) will be issued to both the claimant and employer/employer representative. Below is terminology from the decision that may need to clarified: Eligible for benefits – individual has established they are able and available for work Ineligible for benefits - individual has established they are not able and available for work Qualified - individual voluntarily quit with good cause or was discharged with no misconduct found Disqualified - individual voluntarily quit without good cause involving no fault on the part of the employer or was discharged for misconduct (simple/gross).

24 Separation and Adjudication If benefits are denied and you are a base period employer, your account will be relieved of charges UNLESS you have chosen to be a reimburseable employer. The Deputy’s Decision is appealable by the claimant and employer. The appeal date is eight days from the date the decision is mailed. Appeals are accepted in person, by mail, or FAX.

25 Board of Review When an appeal is received by the local office, it will be processed and sent to the Board of Review. The Board of Review’s primary function is to hear and render decisions on appeals arising from the Unemployment Compensation Division. An appeals hearing is conducted by an impartial Administrative Law Judge to decide whether unemployment benefits should be granted or denied.

26 Board of Review You will receive a Notice of Hearing with the date, time, and location of the hearing. If the hearing is held telephonically, you will receive a copy of all documents in the file. Only evidence which has been presented at the hearing will be considered, therefore you should furnish or bring with you any documents that can directly help your case. You should have any/all witnesses present with you by phone or in person.

27 Board of Review After the hearing, the Administrative Law Judge will render a written decision which will be mailed within two to three weeks. This decision will state whether the initial decision of the Unemployment Compensation Division Deputy has been affirmed, reversed, or modified.

28 Board of Review If you do not agree with the decision of the Administrative Law Judge, an appeal may be filed to the three member Board of Review. This appeal must be filed in writing, within eight (8) days of the mailing date of the decision. The Board of Review reserves the right to grant a second hearing, but primarily rules using the evidence and legal argument presented at the judge level.

29 Board of Review The Board of Review may affirm, reverse, or modify the decision made by the administrative law judge. The Board may also remand a case for an additional hearing before an administrative law judge for good cause. The Board’s decision may be appealed to the Circuit Court of Kanawha County within thirty (30) days of the Board’s Decision.

30 Contact Information: WorkForce West Virginia 112 California Avenue Charleston, WV 25305 1-800-252-JOBS (5627)


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