Transcript Employer Orientation Job Placement Services • Recruitment and Screening Job orders Screen and refer qualified applicants Advertise opening on Workforce West Virginia website Provide Labor Market.

Employer Orientation
Job Placement Services
•
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
•
•
•
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.
Federal and State Incentives
• 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.
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 either
• 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
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 SkillsAligns 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.
Unemployment Services
•
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)
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
State Information Data Exchange System
(SIDES)
•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.
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.
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.
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.
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-63(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.
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.
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.
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.
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.
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.
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.
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.
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) .
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.
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.
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.
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.
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.
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.
Contact Information:
WorkForce West Virginia
112 California Avenue
Charleston, WV 25305
1-800-252-JOBS (5627)