Weekly Benefits
Unemployment Insurance claimants are able to receive a weekly benefit of approximately 50 percent of their average weekly wage, up to the statutory maximum. The current maximum benefit rate is $628 per week. However, those with children may be eligible to receive an additional $25 per child per week up to a total of one half of the weekly benefit amount.
The maximum number of weeks a claimant can collect full benefits is 30 weeks. The maximum benefit credit amount is $18,840. Like many regular paycheck schedules, workers who are eligible for UI benefits receive a weekly payment for the prior week’s benefit.
Additionally, through the Emergency Unemployment Compensation (EUC) Program, Massachusetts claimants may be eligible for extended federal benefits.
Health Insurance Coverage
Massachusetts residents who receive UI benefits and meet certain income eligibility guidelines may also qualify for health insurance coverage under the Medical Security Program (MSP). Participants in the Program can receive assistance with making payments to a COBRA or personal health insurance plan and may even qualify for enrollment in a free health insurance plan.
Job Training
While receiving UI benefits, workers can apply for approved training if they feel training will help to secure new employment. Though DUA will not cover the costs of training, workers may be eligible for up to an additional 18 weeks of UI benefits while attending approved full-time training.
Job Search Assistance - One-Stop Career Center Services
For those who are either unemployed or just looking for a better job, the Commonwealth offers helpful guidance. With locations across the state, One-Stop Career Centers provide employment services that allow workers to search for jobs in an environment that is comfortable and resourceful.
As the economy works to fight its way out of this slump, it is good to know exactly how our government is aiding us through our most trying times.
Retaliation is the name given to the act of punishing or terminating a person who has complained of unlawful employment practices, and they are perhaps the most difficult claims for employers to defend. Because of this, retaliation claims are particularly attractive to employees who feel their rights have been violated. Although they are often brought in conjunction with discrimination claims, they often succeed even though the discrimination claim fails. As an employer, it is important to keep abreast of practices that may support an employee’s retaliation claim and take steps to avoid them.
Occasionally an employee will accuse a coworker or supervisor of improper conduct such as sexual harassment. These situations are difficult to deal with on several levels. To start, an employer must conduct a proper investigation of the allegations before deciding to terminate the accused employee. If the company fails to do this, it may be liable to the employee for damages.
Employment law is constantly changing. These changes can result from many sources including the legislature, various regulatory agencies and court cases. Accordingly, employers must keep up with these changes. This is especially important in Massachusetts in light of the implementation of certain provisions of the new health care law.
If an employee complains about the actions of his supervisor or the company he works for, and is soon after terminated or demoted, he may have a claim against the employer for retaliation. Retaliation is a prohibited employment practice whereby employers punish employees for complaining about unlawful practices.
If you are a member of the United States Military, or if you employ someone who is, then you must be aware of the Federal rights granted to members of the military. An employer may not refuse to employ or reemploy a person simply because they are a member of the National Guard of a branch of the Reserves. An employer also may not take any adverse action against a current employee for that reason.
In Massachusetts, a basic rule exists that all employment relationships are “at will.” In an “at will” employment relationship, either the employer or the employee may terminate the relationship whenever they choose.