Tag Archives: unemployment insurance

Avoid These Common Employer Mistakes in Handling Unemployment Claims

Managing a business is full of challenges, and one of the most frustrating ones can be dealing with unemployment claims. Whether you’re going through layoffs, restructuring, or parting ways with an employee for other reasons, those departures often come with an extra cost: unemployment insurance claims.

What many employers don’t realize is how easy it is to make small mistakes that can lead to big financial consequences. These missteps could drive up your unemployment tax rate sometimes for years without you even knowing why. But the good news? Most of these mistakes are preventable.

Let’s break down some of the most common employer errors when it comes to handling unemployment claims, and what you can do to avoid them.

1. Delayed Responses to Claims

It might not seem like a big deal to miss a deadline here or there, but when it comes to unemployment claims, time matters. In many states, you have just 10 days (sometimes less) to respond. If you miss that window, the claim can be approved automatically, even if the employee shouldn’t be eligible.

👉 What You Can Do: Assign a go-to person in HR to track incoming claims and respond right away. A timely and thorough response can make all the difference in whether a claim is approved or denied.

2. Vague or Incomplete Documentation

“We let them go for poor performance.” Unfortunately, that kind of statement won’t hold up. Without specific incidents, dates, and written records, the state is likely to side with the former employee.

👉 What You Can Do: Keep detailed records of employee performance issues, including written warnings, performance improvement plans, and any relevant communications. The more evidence you have, the stronger your case.

3. Misclassifying the Reason for Separation

Getting the separation reason wrong, even by accident, can lead to your business being wrongly charged for benefits. For instance, if an employee quits but you list it as a layoff, your account might be hit with avoidable charges.

👉 What You Can Do: Be crystal clear about the reason for separation. Whether it was a resignation, misconduct, reduction in force, or something else, accuracy matters when it comes to unemployment eligibility.

4. Automatically Approving Every Claim

It might seem easier to just let claims go through, especially if you’re short on time. But if you don’t review and challenge questionable claims, you could be driving up your unemployment tax rate year after year.

👉 What You Can Do: Don’t assume every claim is valid. Review each one carefully. If an employee was terminated for serious misconduct or left voluntarily, you may have valid grounds to contest the claim.

5. Skipping the Appeals Process

Did a claim get approved when it shouldn’t have? Many employers don’t realize they have the right to appeal, or they don’t think it’s worth the effort. But appealing a claim can often reverse the decision and save you money.

👉 What You Can Do: If something feels off, file an appeal. Gather your documentation, attend the hearing, and present your case clearly. You might be surprised how often decisions are overturned.

6. Gaps in Communication Between Departments

In many companies, the people who manage day-to-day operations aren’t the ones handling unemployment claims. This disconnect can lead to missing or inconsistent information when responding to claims.

👉 What You Can Do: Encourage better communication between HR, supervisors, and department heads. Make sure all relevant documentation is accessible and up to date so that your claim responses are thorough and accurate.

7. Ignoring Unemployment Cost Control Strategies

Many business owners treat unemployment insurance like a fixed cost, but it’s not. How you handle claims directly impacts your tax rate. Without a clear strategy, you could be overpaying without even realizing it.

👉 What You Can Do: Partner with experts like Dunn Corporate Resources. We help businesses take a proactive approach to unemployment cost control, from reviewing claims to evaluating voluntary contributions that could reduce your tax rate.

8. Not Training Managers on Proper Procedures

Your managers are on the front lines. If they don’t document issues properly or follow consistent processes, it makes it harder to defend against claims later on.

👉 What You Can Do: Provide training for supervisors on how to handle terminations, document employee behavior, and communicate clearly with HR. These habits can help you avoid costly claim mistakes down the road.

The Bottom Line: Be Proactive, Not Reactive

Unemployment claims don’t have to be a drain on your business. With the right strategy, clear documentation, and timely responses, you can protect your company from unnecessary costs.

At Dunn Corporate Resources, we specialize in helping businesses just like yours take back control of unemployment insurance costs. Our team offers complimentary evaluations of your unemployment and disability tax accounts, identifies potential savings, and helps you build a plan that works.

📞 Ready to start saving?
Let’s talk. Contact us today and discover how smart unemployment cost control can make a difference to your bottom line.

New York State Unemployment Insurance Changes for 2026: Updates for Employers

As 2026 approaches, New York State employers must gear up for important updates to the state’s unemployment insurance system. These changes, aimed at strengthening New York’s unemployment framework, will impact business budgeting and compliance. Here’s a clear overview of the key changes and their implications for your organization.

Maximum Weekly Benefit Increase

Effective October 2026, New York’s maximum weekly unemployment benefit will rise to 50% of the state’s average weekly wage, up from $869 in 2025. This increase is designed to better support unemployed workers but may strain the state’s unemployment insurance trust fund, potentially leading to indirect cost increases for employers. Businesses should prepare for higher benefit payouts and adjust their strategies to manage potential spikes in unemployment claims.

Taxable Wage Base Increase

New York’s taxable wage base for employer contributions, currently $12,800 per employee, will increase in 2026. While the exact new figure hasn’t been confirmed, this change aims to enhance the solvency of the state’s unemployment insurance trust fund. Employers should anticipate a higher taxable wage base, which could raise their contribution costs. Proactive financial planning will be essential to address this shift.

Employer Contribution Rate

No specific changes to New York’s employer contribution rate table for 2026 have been outlined. For 2025, state and local government entities in New York maintain a contribution rate of 0.6% of taxable wages, with no announced adjustments for 2026. Employers should stay alert for any updates to the rate table, as even minor changes could affect payroll expenses.

Employer Savings from Debt Payoff

A significant relief for New York employers comes from the state’s $8 billion payoff of federal unemployment debt. In 2026, businesses will save approximately $100 per employee, with savings growing to $250 per employee in 2027. These savings, resulting from the elimination of federal interest taxes, offer employers an opportunity to reinvest in their operations or workforce.

How Dunn Corporate Resources Can Support New York Employers

Navigating New York’s unemployment insurance changes demands strategic cost management and compliance expertise. Dunn Corporate Resources’ Unemployment Cost Control Service provides customized solutions to help New York employers minimize unemployment insurance costs. Our team analyzes your claims data, optimizes contribution strategies, and implements proactive measures to reduce liabilities. With the upcoming benefit and wage base increases in New York, our service ensures you mitigate financial impacts while leveraging savings from the debt payoff. Trust Dunn Corporate Resources to keep your business compliant and cost-efficient in New York’s evolving unemployment landscape.

Get ahead of these changes—contact Dunn Corporate Resources today to protect your business’s bottom line!

Smart Move or Wasted Money? The Truth About TWC Voluntary Contributions

As a business owner in Texas, you’re constantly navigating complex regulations, tax requirements, and cost-saving opportunities. One lesser-known—but highly impactful—option from the Texas Workforce Commission (TWC) is the Voluntary Contribution program.

At first glance, the idea of voluntarily giving the state more money might seem confusing, even counterproductive. But when used wisely, this strategy can lead to significant unemployment tax savings for your company. So, is it a smart financial move—or just wasted money? Let’s dig into the facts.

What Is a TWC Voluntary Contribution?

Each year, the TWC assigns your business an unemployment tax rate based on your history of claims, payroll size, and prior contributions. This rate determines how much you pay into the state’s unemployment insurance fund.

If your tax rate increases due to recent layoffs or claims, you have the option to make a voluntary payment to reduce that rate. Essentially, you’re pre-paying into the system to improve your rating, which in turn lowers your future unemployment taxes.

It’s not a donation—it’s a strategic investment.

Why Would Any Business Pay More Upfront?

Let’s say your unemployment tax rate rises due to a few claims. With that higher rate, you’ll owe more on every dollar of your taxable payroll. But if you make a voluntary contribution, the TWC may offer a lower rate—helping you save over the course of the year.

Here’s a quick example:

Taxable wages per employee: $9,000
Number of employees: 20
Current rate: 3.8%
Potential reduced rate: 2.9%

That’s a difference of $1,620 in savings. If the voluntary contribution costs $1,000, you’re still ahead by $620—and that’s just one year.

When It Makes Sense

TWC Voluntary Contributions make sense when:

You’ve had recent unemployment claims
Your workforce is growing or stable
You can calculate clear, upfront savings
You want predictability in your tax obligations

Many employers use this tool to manage spikes in their unemployment tax rate, especially following workforce adjustments or restructuring.

Common Missteps to Avoid

It’s easy to overlook the voluntary contribution option. You typically have 60 days from the date your TWC tax rate notice is issued to act. Miss this window, and you’re locked into the assigned rate for the year.

Another mistake? Skipping the math. Many businesses guess at whether it’s worth it, only to find out later they could have saved thousands. That’s where experience and proper analysis come into play.

Make a Strategic Move with Dunn Corporate Resources

At Dunn Corporate Resources, we specialize in helping businesses like yours navigate and optimize unemployment costs. Whether you’re considering a voluntary contribution or simply trying to understand your tax rate notice, we’re here to guide you every step of the way.

With our team, you get:

A detailed review of your TWC tax rate notice
A clear breakdown of potential savings from voluntary contributions
Expert help in filing forms and meeting deadlines
Long-term strategies to minimize unemployment tax liability

We’re not just consultants—we’re partners in your cost control journey.

The Bottom Line

Is a TWC Voluntary Contribution a smart move or wasted money? That depends on your specific numbers. But one thing’s for sure: when used correctly, it can be a powerful way to take control of your unemployment tax rate and protect your bottom line.

Instead of reacting to higher costs, voluntary contributions allow you to be proactive—something every business can benefit from.

So if you’ve received your tax rate notice and are unsure about your next step, don’t go it alone. Let Dunn Corporate Resources help you make the smartest financial move for your business.

Employee or Independent Contractor?

Deciding whether an individual is an employee or an independent contractor can be difficult. This is a recurring question whenever employers are determining how to treat payments for services. The IRS outlines three categories to help define the degree of control that an employer has and the independence that an individual has:

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?

Financial: Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)

Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

If it is still not clear as to how an individual should be classified, the IRS gives employers the option to file the Form SS-8. The IRS will then review the facts and circumstances and make an official determination on the individual’s working status.

Tennessee Releases 2017-2018 Tax Rate Notice

TENNESSEE EMPLOYERS: The state has recently mailed out the unemployment tax rate notice for the taxable year 2017-2018. This year the state is using premium rate table six to assign tax rates to employers.

Are you sure that the numbers on the tax rate notice is correct? Should your tax rate be revised? Are the figures used in the tax rate calculation accurate?

Contact us today to see how Dunn Corporate Resources helps ensure that employers recieve the LOWEST POSSIBLE tax rate. We are happy to offer a no-cost analysis of you unemployment tax account to see what savings may be available!