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nixy wrote: ↑

Mon Sep 07, 2020 10:24 pm

I would imagine that's a pro forma thing where anyone who separates from the court gets the UI form. I'm not sure how it would apply to a clerkship b/c it's not like you got fired or laid off - your term just ended (though it could well vary by state).

Anonymous User wrote: ↑

Tue Sep 08, 2020 11:08 am

I know that the work search requirements vary state by state, but don't nearly all states require you to certify that you are willing and able to accept work each week? If you're just taking a break for a couple of weeks before your new job starts I think that certification might come under a little scrutiny...

FWIW, I think it would be a very different situation if you are at one of the firms that deferred to January without a stipend or something. That's basically a "pre-furlough" in my eyes, and if you're not being given income to not work this fall, you would appear to be pretty squarely eligible for UI. And if Congress ever gets around to passing more COVID-related relief, that would be even clearer- all the firms are only deferring bc of COVID happening. Seems like there would be a big difference between trying to get UI during your couple of weeks of break (where I doubt you'd really accept an offer to do more work) and during months of deferral.

Totally agree on the UI forms from HR. They're not giving you advice, just standard forms for separation of employment. Although I don't think that the fact that you weren't terminated means you're UI-ineligible, you had a job, it ended, and now you don't. If you're ready and willing to work, I think that's enough to qualify (setting aside the issue I raised above).

Anonymous User wrote: ↑

Tue Sep 08, 2020 12:38 pm

Anonymous User wrote: ↑

Tue Sep 08, 2020 11:08 am

I know that the work search requirements vary state by state, but don't nearly all states require you to certify that you are willing and able to accept work each week? If you're just taking a break for a couple of weeks before your new job starts I think that certification might come under a little scrutiny...

FWIW, I think it would be a very different situation if you are at one of the firms that deferred to January without a stipend or something. That's basically a "pre-furlough" in my eyes, and if you're not being given income to not work this fall, you would appear to be pretty squarely eligible for UI. And if Congress ever gets around to passing more COVID-related relief, that would be even clearer- all the firms are only deferring bc of COVID happening. Seems like there would be a big difference between trying to get UI during your couple of weeks of break (where I doubt you'd really accept an offer to do more work) and during months of deferral.

Totally agree on the UI forms from HR. They're not giving you advice, just standard forms for separation of employment. Although I don't think that the fact that you weren't terminated means you're UI-ineligible, you had a job, it ended, and now you don't. If you're ready and willing to work, I think that's enough to qualify (setting aside the issue I raised above).

I agree with this. Although it will depend on the state, I think people whose start dates were pushed back have a good shot at UI for the 4-5 months between clerking and the firm job. My understanding is that many states are treating people whose employment was postponed as those who are unable to work due to no fault of their own, and some states are even waiving the requirement that you actively look for new work if you have a job that's postponed because of COVID. (And leaving temporary or term-based employment isn't like quitting a job).

But it seems dicier to try and get UI for just having a 3-4 week break between jobs. This is especially true if you could have ended a week or two later with your judge. Having a few weeks between jobs is normal. (Also, FWIW, I don't think claiming UI for this kind of few-week break between jobs is really in the "spirit" of what UI is for).

Anonymous User wrote: ↑

Tue Sep 08, 2020 12:38 pm

Anonymous User wrote: ↑

Tue Sep 08, 2020 11:08 am

I know that the work search requirements vary state by state, but don't nearly all states require you to certify that you are willing and able to accept work each week? If you're just taking a break for a couple of weeks before your new job starts I think that certification might come under a little scrutiny...

FWIW, I think it would be a very different situation if you are at one of the firms that deferred to January without a stipend or something. That's basically a "pre-furlough" in my eyes, and if you're not being given income to not work this fall, you would appear to be pretty squarely eligible for UI. And if Congress ever gets around to passing more COVID-related relief, that would be even clearer- all the firms are only deferring bc of COVID happening. Seems like there would be a big difference between trying to get UI during your couple of weeks of break (where I doubt you'd really accept an offer to do more work) and during months of deferral.

Totally agree on the UI forms from HR. They're not giving you advice, just standard forms for separation of employment. Although I don't think that the fact that you weren't terminated means you're UI-ineligible, you had a job, it ended, and now you don't. If you're ready and willing to work, I think that's enough to qualify (setting aside the issue I raised above).

I agree with this. Although it will depend on the state, I think people whose start dates were pushed back have a good shot at UI for the 4-5 months between clerking and the firm job. My understanding is that many states are treating people whose employment was postponed as those who are unable to work due to no fault of their own, and some states are even waiving the requirement that you actively look for new work if you have a job that's postponed because of COVID. (And leaving temporary or term-based employment isn't like quitting a job).

But it seems dicier to try and get UI for just having a 3-4 week break between jobs. This is especially true if you could have ended a week or two later with your judge. Having a few weeks between jobs is normal. (Also, FWIW, I don't think claiming UI for this kind of few-week break between jobs is really in the "spirit" of what UI is for).

Anonymous User wrote: ↑

Wed Sep 09, 2020 1:45 pm

Anonymous User wrote: ↑

Tue Sep 08, 2020 12:38 pm

Anonymous User wrote: ↑

Tue Sep 08, 2020 11:08 am

I know that the work search requirements vary state by state, but don't nearly all states require you to certify that you are willing and able to accept work each week? If you're just taking a break for a couple of weeks before your new job starts I think that certification might come under a little scrutiny...

FWIW, I think it would be a very different situation if you are at one of the firms that deferred to January without a stipend or something. That's basically a "pre-furlough" in my eyes, and if you're not being given income to not work this fall, you would appear to be pretty squarely eligible for UI. And if Congress ever gets around to passing more COVID-related relief, that would be even clearer- all the firms are only deferring bc of COVID happening. Seems like there would be a big difference between trying to get UI during your couple of weeks of break (where I doubt you'd really accept an offer to do more work) and during months of deferral.

Totally agree on the UI forms from HR. They're not giving you advice, just standard forms for separation of employment. Although I don't think that the fact that you weren't terminated means you're UI-ineligible, you had a job, it ended, and now you don't. If you're ready and willing to work, I think that's enough to qualify (setting aside the issue I raised above).

I agree with this. Although it will depend on the state, I think people whose start dates were pushed back have a good shot at UI for the 4-5 months between clerking and the firm job. My understanding is that many states are treating people whose employment was postponed as those who are unable to work due to no fault of their own, and some states are even waiving the requirement that you actively look for new work if you have a job that's postponed because of COVID. (And leaving temporary or term-based employment isn't like quitting a job).

But it seems dicier to try and get UI for just having a 3-4 week break between jobs. This is especially true if you could have ended a week or two later with your judge. Having a few weeks between jobs is normal. (Also, FWIW, I don't think claiming UI for this kind of few-week break between jobs is really in the "spirit" of what UI is for).

This has been my experience. I haven't actually received any benefits yet, but I apparently qualify based on a firm deferral and my state is not requiring claimants to actively look for work during the pandemic.

The one hitch is firm advances/stipends. My state defines "bonus," "special payment," etc., as payments from a prior employer; I didn't do an SA at the firm, so advances/stipends literally fall outside all the definitions of reportable forms of income. But I want to report them if they would at all affect my benefits and obviously don't want to be accused of hiding income. Naturally, though, it's impossible to get through to anyone at the department (no one picks up the phone and no one responds to emails) so I'm in limbo until I get a call back about them.