I’m a business owner in California. I’m thinking of letting go of one of my employees since I’m not happy with the performance. I would like to understand how we can calculate unemployment benefits we have to pay if the employee does claim unemployment once I let them go. Is there a general rule of thumb or formula that we can use?
For context, this specific employee has been working for me for around 6 months, makes $85K annually, and has around $800/month in company paid insurance benefit.
You should n9t have to pay out if you document the reviews sith the employee, make it clear what they need to do, the first warning should give clear goals, the second warning should give a timeline to correction, and the third warning accompanies termination. Usually a justified termination does not pay out unemployment. I could be wrong on this, consult your lawyer.
This is simply not true in most US States. I wish people would stop spreading this sort of misinformation.
Just because an employee is terminated “for cause” does not mean they will be denied UI. In most US jurisdictions, denial of UI requires malfeasance, insubordination or gross misconduct on the part of the employee.