unemployment-prep

Configuration

Read .jobops/config.json. If missing, stop with:

JOBOPS NOT CONFIGURED Run /jobops:setup to initialize your workspace.

Use config.directories.<key> for all file paths in this skill. Use config.preferences.cultural_profile if this skill generates resume-style content. Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).

Default Jurisdiction: Ontario, Canada (Employment Insurance)

This command defaults to Canadian Employment Insurance (EI) which is a federal program.

Canadian EI Key Facts

Program Structure:

• Federal Program: EI is administered by Service Canada, not provincial governments
• No Province-by-Province Variation: Same rules across Canada (unlike US state systems)
• ROE-Based: Record of Employment (ROE) from employer determines eligibility

Eligibility Requirements:

• Insurable Hours: Need 420-700 hours in last 52 weeks (varies by unemployment rate in your region)
• Reason for Separation: Must have lost job through no fault of your own OR quit with just cause
• Ready and Available: Must be able and available to work

Benefit Calculation:

• Rate: 55% of average insurable weekly earnings
• Maximum (2024): Up to $668/week (maximum insurable earnings $63,200/year)
• Duration: 14-45 weeks depending on hours worked and regional unemployment rate
• Waiting Period: 1-week unpaid waiting period before benefits start

ROE Codes (Critical for Eligibility):

• Code M (Dismissal): Usually eligible for EI
• Code E (Quit): Must prove "just cause" to receive benefits
• Code N (Leave of Absence): Depends on circumstances
• Code A (Shortage of Work/Layoff): Usually eligible

EI Filing:

• File online at Service Canada within 4 weeks of last day worked
• Need Social Insurance Number (SIN), ROE, and direct deposit info
• 28-day reporting periods with bi-weekly reports

For US users: Specify --jurisdiction=CA (California), --jurisdiction=TX (Texas), etc. US unemployment is state-administered with varying rules.

Important Disclaimers

CRITICAL: Read these disclaimers ALOUD to the user at session start:

1. Not Legal Advice: EI/UI rules are complex and change. This guidance is strategic preparation, not legal counsel. For complex cases (discrimination-based termination, wage claims, appeals), consult an employment lawyer.

2. Jurisdiction-Specific: This defaults to Canadian EI. US users should specify their state as rules differ dramatically.

3. Fact-Specific Outcomes: EI/UI determinations depend heavily on specific facts, documentation, and how information is presented.

4. Time-Sensitive: Deadlines are strict. Missing deadlines typically forfeits rights with no exceptions.

5. Employer Motivation: Employers may contest ROE coding or provide unfavorable information to avoid EI premium increases.

Arguments Handling

Parse arguments:

• --jurisdiction=XX: Jurisdiction code for specific guidance
  • Default (no flag): Canadian EI
  • US states: --jurisdiction=CA, --jurisdiction=TX, etc.
• --appeal: Focus on appeal preparation (assumes initial claim denied)
• $1 (or remaining args): Path to termination documents folder or file

Mode Detection:

• If --appeal present: Appeal preparation mode
• If --jurisdiction=XX present (US state): Include US state-specific guidance
• Default: Canadian EI claim preparation

Input Documents

Accepted Document Types:

• Termination letter or separation notice
• Final paystubs showing earnings
• Employment contract or offer letter
• Performance reviews and PIPs
• HR communications about separation
• Written warnings or disciplinary notices
• Employee handbook excerpts
• Calendar entries showing work history
• Communications with supervisor
• Resignation letter (if resigned)

Load if Available:

• Check for existing Code Red assessment: {config.directories.crisis_management}/code_red_*.md For employment timeline and insurable-hours calculation, read WorkHistory/*.md directly. Compute dates and tenure from explicit Start/End fields. Do NOT load candidate_profile.json — removed in v2.2.0.

Phase 1: Jurisdiction-Specific Guidance

1.1 Canadian EI Eligibility (Default)

EI Eligibility Requirements:

Requirement	Description	Standard
Insurable Hours	Minimum hours worked in qualifying period	420-700 hours in last 52 weeks (varies by regional unemployment rate)
Qualifying Period	Work period for eligibility	Last 52 weeks OR since last EI claim
Separation Type	How employment ended	Lost job through no fault OR quit with "just cause"
Ready and Available	Able to work	Must be capable and available for work
Actively Seeking	Looking for work	Must demonstrate job search efforts

EI Benefit Details:

CANADIAN EI OVERVIEW
====================

ELIGIBILITY:
- Insurable hours needed: 420-700 (check your region at Service Canada)
- Qualifying period: Last 52 weeks or since last claim
- ROE must show eligible separation code (M, A preferred)

BENEFIT CALCULATION:
- Rate: 55% of average insurable weekly earnings
- Maximum weekly benefit (2024): $668
- Maximum insurable earnings: $63,200/year
- Duration: 14-45 weeks (based on hours and regional rate)
- Waiting period: 1 week unpaid

KEY DEADLINES:
- File within 4 weeks of last day worked (benefits backdated max 4 weeks)
- Appeal deadline: 30 days from decision
- Bi-weekly reports required

ROE CODES (Critical):
- Code M (Dismissal): Usually eligible
- Code A (Shortage of Work): Usually eligible
- Code E (Quit): Must prove just cause
- Code K (Other): Requires explanation

RESOURCES:
- Service Canada EI: canada.ca/ei
- Apply online: servicecanada.gc.ca
- EI regional offices: Service Canada Centres

1.2 US State-Specific Research (For US Users)

If --jurisdiction=XX provided (US state), use WebSearch to research:

Search Queries:

• "[State] unemployment insurance eligibility requirements 2024"
• "[State] unemployment weekly benefit amount calculator"
• "[State] unemployment misconduct definition"
• "[State] unemployment appeal process deadlines"

Extract and Present:

US STATE: [State Name]
======================

MONETARY ELIGIBILITY:
- Minimum base period wages: $[Amount]
- Minimum highest quarter wages: $[Amount]
- Alternative base period available: [Yes/No]

BENEFIT CALCULATION:
- Weekly Benefit Amount (WBA): [Formula]
- Maximum weekly benefit: $[Amount]
- Duration: [Weeks] (standard)
- Waiting week required: [Yes/No]

KEY DEADLINES:
- Filing deadline after last day worked: [Days]
- Appeal deadline after denial: [Days]
- Weekly certification due: [Day/Time]

Phase 2: Eligibility Assessment

2.1 Separation Type Analysis

Critical Determination: The single most important factor is HOW and WHY employment ended.

Separation Categories:

A. Involuntary Termination (Layoff/RIF)

Status: Generally ELIGIBLE

• Company downsizing, restructuring, position elimination
• No fault of employee
• Budget cuts, contract end, project completion Evidence Needed: Layoff letter citing business reasons, no misconduct allegations

B. Involuntary Termination (Performance)

Status: ELIGIBLE (in most states)

• Fired for poor performance (not meeting expectations)
• Skill or capability issues
• Poor fit for role
• NOTE: Poor performance is NOT misconduct in most jurisdictions Evidence Needed: Documentation showing performance issues vs. intentional wrongdoing

C. Involuntary Termination (Alleged Misconduct)

Status: CONTESTED - Employer will likely challenge

• Fired for policy violation or rule breaking
• Alleged insubordination
• Attendance issues Key Defense: See "Misconduct Defense Strategies" section

D. Voluntary Quit (Good Cause)

Status: May be ELIGIBLE if documented properly

• Hostile work environment
• Unsafe conditions
• Substantial pay/hour reduction
• Constructive discharge Evidence Needed: See "Good Cause Quit Arguments" section

E. Voluntary Quit (No Good Cause)

Status: Generally NOT ELIGIBLE (or reduced benefits)

• Quit for personal reasons
• Better opportunity elsewhere
• Relocation for non-work reasons Note: May still be eligible after waiting period in some states

2.2 Interview: Separation Circumstances

Ask the user these questions to assess eligibility:

1. "What was your official last day of employment?"

   • Need for deadline calculations

2. "How did your employment end?"

   • Laid off (position eliminated)?
   • Fired (terminated by employer)?
   • Resigned (your decision)?
   • Mutual agreement?

3. "If fired, what reason did the employer give?"

   • Obtain exact language from termination letter/meeting

4. "If you resigned, why?"

   • Document triggering circumstances

5. "Were there any performance improvement plans (PIPs) or written warnings?"

   • These will likely be cited by employer

6. "Were there witnesses to the events leading to separation?"

   • Potential support for your version

7. "Did you sign any documents at termination?"

   • Severance agreements may affect UI eligibility
   • Look for admission of fault language

8. "Have you applied for UI yet?"

   • If yes, what was the result?

Phase 3: Documentation Preparation

3.1 Essential Documents Checklist

DOCUMENTATION CHECKLIST
=======================

REQUIRED FOR FILING:
[ ] Last day of work (exact date)
[ ] Employer name, address, phone
[ ] Employer UI account number (if known)
[ ] Reason for separation (your version)
[ ] Last 18 months of employment history
[ ] Social Security Number
[ ] Driver's license/state ID
[ ] Direct deposit information

SUPPORTING EVIDENCE:
[ ] Termination letter or email
[ ] Final paystub(s)
[ ] Offer letter showing start date/wage
[ ] Performance reviews (especially positive ones)
[ ] Written warnings (to prepare rebuttals)
[ ] PIP documentation
[ ] Emails about separation circumstances
[ ] Witness names and contact information
[ ] Employee handbook (relevant sections)
[ ] Company policies allegedly violated

FOR MISCONDUCT DEFENSE:
[ ] Evidence of good faith effort to comply
[ ] Proof of unclear or changing standards
[ ] Comparator treatment (others treated differently)
[ ] Lack of prior warnings
[ ] Extenuating circumstances documentation

FOR GOOD CAUSE QUIT:
[ ] Documentation of intolerable conditions
[ ] HR complaints filed (and responses)
[ ] Medical documentation (if applicable)
[ ] Evidence employer was notified of problem
[ ] Proof employer failed to remedy situation

3.2 Earnings Documentation

Base Period Calculation: Most states use the first 4 of the last 5 completed calendar quarters before you filed.

Example (filing January 2024):

Standard Base Period:
- Q4 2022 (Oct-Dec 2022)
- Q1 2023 (Jan-Mar 2023)
- Q2 2023 (Apr-Jun 2023)
- Q3 2023 (Jul-Sep 2023)

Alternative Base Period (if needed):
- Q1 2023 through Q4 2023

Gather:

• W-2s from base period employers
• Final paystubs showing YTD earnings
• 1099s if contractor work was performed

3.3 Version of Events Document

Create your written narrative covering:

# Separation Narrative

## Employment Summary
- Employer: [Company Name]
- Start Date: [Date]
- End Date: [Date]
- Position: [Title]
- Final Wage: $[Amount] per [hour/year]

## Separation Circumstances
[Write a clear, factual, chronological account of what happened]

### Key Dates
- [Date]: [Event]
- [Date]: [Event]
- [Date]: Final day of work

### My Position
[Your version of why employment ended - be truthful but strategic]

### Evidence Supporting My Account
1. [Evidence item and what it proves]
2. [Evidence item and what it proves]

### Witnesses
- [Name, relationship, what they can attest to]

Phase 4: Anticipating Employer Contest

4.1 Why Employers Contest Claims

Financial Motivation:

• Employer UI tax rates increase with claims paid
• Large employers closely manage UI costs
• Some use third-party administrators specifically to contest claims

Common Contest Patterns:

• Contest almost every claim initially (some employers)
• Contest only "misconduct" terminations
• Contest voluntary quits claiming you abandoned job
• Provide minimal information hoping you won't respond

4.2 Common Employer Arguments

Employer Claim	Your Counter-Strategy
"Misconduct"	Distinguish policy violation from disqualifying misconduct
"Voluntary quit"	Prove it was actually termination or constructive discharge
"Insubordination"	Show reasonable refusal or miscommunication
"Attendance issues"	Document legitimate absences, medical issues, unclear policy
"Policy violation"	Show policy was unclear, unenforced, or you made good faith effort
"Performance issues"	Clarify this is NOT misconduct (inability vs. unwillingness)
"Job abandonment"	Prove you were told not to return or were terminated

4.3 What Employers Typically Document

Expect them to provide:

• Termination paperwork with stated reason
• Written warnings in your file
• PIP documentation
• Policy violation reports
• Attendance records
• Emails showing alleged misconduct
• Manager's account of events

What they often DON'T have:

• Your side of the story
• Context for incidents
• Evidence of inconsistent enforcement
• Prior positive performance reviews
• Proof you received/understood policies

Phase 5: Misconduct Defense Strategies

5.1 Legal Definition of Misconduct

Key Principle: "Misconduct" for UI purposes is a LEGAL TERM with specific meaning.

NOT Misconduct (should NOT disqualify you):

• Poor performance or inability to meet standards
• Isolated incidents or good faith errors
• Minor policy violations
• Personality conflicts
• Failure to meet quotas
• Ordinary negligence
• Off-duty conduct (usually)

IS Misconduct (may disqualify you):

• Deliberate violation of reasonable rules
• Repeated willful violations after warnings
• Behavior showing reckless disregard
• Dishonesty, theft, violence
• Drug/alcohol impairment at work
• Insubordination with no justification

5.2 Defense Strategy Matrix

For Each Alleged Violation, Address:

MISCONDUCT DEFENSE FRAMEWORK
============================

ALLEGATION: [What employer claims]

ELEMENT 1: Was there a clear rule?
- [ ] Rule was vague or ambiguous
- [ ] Rule was unwritten
- [ ] Rule was not consistently communicated
- [ ] I did not receive policy/handbook
- [ ] Policy changed without notice

ELEMENT 2: Did I know and understand the rule?
- [ ] Never trained on this policy
- [ ] Policy was contradicted by practice
- [ ] Different managers gave different guidance
- [ ] Language barrier or misunderstanding

ELEMENT 3: Was the violation willful?
- [ ] This was an honest mistake
- [ ] I was trying to do my job correctly
- [ ] Extenuating circumstances existed
- [ ] Equipment failure or third-party issue
- [ ] Medical condition affected performance

ELEMENT 4: Was enforcement consistent?
- [ ] Others did same thing without consequence
- [ ] Similar violations treated differently
- [ ] First time this was enforced
- [ ] Applied differently to me than coworkers

ELEMENT 5: Were there prior warnings?
- [ ] No prior warnings for this issue
- [ ] Warnings were verbal only (no documentation)
- [ ] I was never told this would lead to termination
- [ ] Progressive discipline not followed

MY DEFENSE SUMMARY:
[2-3 sentences explaining why this does not meet legal definition of misconduct]

5.3 Specific Misconduct Categories

Attendance Issues

Defense Points:

• Was there a clear attendance policy?
• Did you have approved leave or job-protected leave (ESA leaves in Ontario; FMLA in US)?
• Was there a medical condition? (Human Rights Code accommodation in Ontario; ADA in US)
• Did you provide proper notice?
• Were others with similar attendance treated the same?

Strong Defenses (Canada):

• Documented medical excuse (protected under Human Rights Code)
• ESA-protected leave (sick leave, family responsibility leave, etc.)
• Approved leave that was later disputed
• Inconsistent enforcement (comparators)
• Unclear call-in procedures
• Transportation issues outside your control

US Note: US employees may have FMLA and ADA protections.

Insubordination

Defense Points:

• Was the instruction lawful and reasonable?
• Was there a safety concern in following the order?
• Was there miscommunication about the instruction?
• Did you believe you were following correct procedure?
• Did you have a legitimate reason to question the order?

Strong Defenses:

• Safety concern justified refusal
• Instruction was unclear or contradictory
• Following conflicting instructions from different managers
• One-time failure to comply vs. pattern
• Legitimate business reason for approach taken

Policy Violation

Defense Points:

• Was the policy clearly communicated?
• Did you receive and acknowledge the handbook?
• Was the policy consistently enforced?
• Were there extenuating circumstances?
• Was this your first violation?

Strong Defenses:

• Policy was never provided to you
• Others violated same policy without termination
• Policy conflicted with actual practice
• Good faith effort to comply
• Violation was inadvertent

5.4 Evidence to Gather

For each defense argument, collect:

• Emails showing unclear policies
• Comparator evidence (similar situations, different treatment)
• Prior positive feedback/reviews
• Medical documentation if applicable
• Witness statements
• Training records (or lack thereof)
• Your acknowledgment signature (or lack thereof) on policies

Phase 6: Good Cause Quit Arguments

6.1 Framework for Proving Good Cause

General Principle: You quit because a reasonable person in your situation would have had no choice but to leave.

Four Elements to Prove:

1. Existence: The intolerable condition existed
2. Severity: Condition was so serious that continuing was not viable
3. Notice: You notified employer and gave them opportunity to remedy
4. No Alternative: No reasonable alternative existed other than quitting

6.2 Recognized Good Cause Categories

A. Hostile Work Environment

Must Show:

• Harassment based on protected class (sex, race, age, etc.)
• Conduct was severe or pervasive
• Employer knew and failed to remedy
• You complained through proper channels

Documentation Needed:

• HR complaints filed (with dates and outcomes)
• Witness statements
• Specific incidents with dates
• Employer's response (or lack thereof)

B. Unsafe Working Conditions

Must Show:

• Genuine safety hazard existed
• You reported the concern
• Employer failed to address
• Hazard was not normal/inherent to the job

Documentation Needed:

• OSHA complaints or reports
• Safety incident reports
• Written complaints to management
• Evidence of employer's non-response

C. Significant Pay or Hours Reduction

Must Show (typical thresholds):

• 15-20%+ reduction in pay
• 25%+ reduction in hours
• Unilateral change (not agreed upon)
• Applied to you specifically (not company-wide)

Documentation Needed:

• Original offer letter/contract
• Paystubs showing reduction
• Notice (or lack of notice) of change
• Whether you were asked to agree

D. Harassment Not Remedied

Must Show:

• Reported harassment to HR/management
• Employer failed to take effective action
• Harassment continued
• Working conditions remained intolerable

Documentation Needed:

• Written complaints with dates
• HR responses
• Evidence harassment continued
• Timeline showing employer inaction

E. Medical Necessity

Must Show:

• Medical condition made work impossible
• Condition was documented
• You sought accommodation (if applicable)
• Employer could not or would not accommodate

Documentation Needed:

• Doctor's note/letter
• Accommodation requests
• Employer's response
• Medical records (may be requested)

F. Constructive Discharge

Must Show:

• Employer made conditions intolerable
• Intention was to force you out
• Reasonable person would have quit
• Employer refused to remedy when notified

Evidence of Intent:

• Sudden demotion or pay cut
• Reassignment to impossible tasks
• Stripping of responsibilities
• Isolation from colleagues
• Constant unwarranted criticism
• Set up to fail

Phase 7: Claim Filing Guide

7.1 When to File

FILE IMMEDIATELY after last day of work:

• Delays reduce total benefits received
• Deadlines are strict (often 7-21 days for back-dating)
• Waiting period starts when you file, not when you lost job

Exception: If receiving severance

• Some states: File now, report severance
• Some states: File after severance ends
• Research your specific state

7.2 Required Information

Personal Information (Canada):

• Full legal name
• Social Insurance Number (SIN)
• Date of birth
• Mailing address
• Phone number
• Email address

Employment Information (Canada):

• Employer name and address
• Record of Employment (ROE) - employer must submit electronically
• Your start and end dates
• Job title
• Reason for separation (ROE Block 16 code is critical)
• Final pay information

Banking Information:

• Bank name
• Transit number, Institution number, Account number (for direct deposit)

US Users - Required Information:

• Social Security Number (instead of SIN)
• Driver's license/state ID number
• Employer UI account number (optional)
• Last 18 months of employment history

7.3 Reason for Separation Wording

CRITICAL: How you characterize the separation affects your claim.

If Laid Off/RIF:

• "Position eliminated"
• "Reduction in force"
• "Company restructuring"
• "Lack of work"

If Fired (Not for Misconduct):

• "Terminated by employer"
• "Involuntary separation"
• "Did not meet performance expectations" (NOT "fired for misconduct")
• "Employer decision to separate"

If Fired (Disputed Misconduct):

• "Terminated by employer"
• Do NOT admit to misconduct in the claim form
• Prepare to explain your side in the interview
• "I disagree with employer's characterization"

If Quit for Good Cause:

• "Resigned due to [specific condition]"
• "Constructive discharge"
• "Working conditions were intolerable"
• Be specific about the good cause

7.4 Common Filing Mistakes

AVOID:

• Admitting fault or misconduct
• Being vague about dates
• Inconsistent information
• Missing the initial filing deadline
• Not reporting all employers in base period
• Using emotional language
• Providing more information than asked
• Not keeping copies of everything submitted

Phase 8: Interview Preparation

8.1 The Phone Interview

When It Happens:

• Usually 1-3 weeks after filing
• If there's any question about eligibility
• If employer contests the claim
• Scheduled by mail/email - DON'T MISS IT

What to Expect:

• 15-45 minute call
• Adjudicator asks questions about separation
• Your answers are recorded and used to decide
• Professional, not adversarial (usually)

8.2 Likely Interview Questions

About the Job:

• "What were your job duties?"
• "When did you start and end employment?"
• "What was your regular schedule and pay?"

About the Separation:

• "Why are you no longer working there?"
• "Were you fired, laid off, or did you quit?"
• "What did your employer say was the reason?"
• "Do you agree with that reason?"

If Misconduct Alleged:

• "What happened on [date of incident]?"
• "Had you been warned about this before?"
• "Were you aware of the policy?"
• "Why did you do [alleged act]?"
• "What would you do differently?"

If You Quit:

• "Why did you quit?"
• "Did you tell your employer about the problem?"
• "What did the employer do?"
• "Did you look for other work before quitting?"
• "Did you give notice?"

8.3 How to Answer

DO:

• Answer the specific question asked
• Be truthful (lies can result in fraud charges)
• Stay calm and professional
• Have your documentation in front of you
• Give specific dates and facts
• Explain your side clearly
• Ask for clarification if confused

DON'T:

• Volunteer extra information
• Get emotional or angry
• Badmouth your employer
• Admit to misconduct
• Say "I don't remember" for important facts
• Interrupt the adjudicator
• Be vague when specifics are requested

8.4 Documentation to Have Ready

During the interview, have accessible:

• Calendar with key dates
• Your separation narrative
• Termination letter
• Warning letters (with your notes)
• Names and contact info of witnesses
• Any emails/documents supporting your account
• State UI eligibility guidelines

Phase 9: Appeal Process

9.1 Appeal Deadlines

CRITICAL: Appeal deadlines are SHORT and STRICT

State Example	Appeal Deadline
Typical range	10-30 days from denial
California	20 days
Texas	14 days
New York	30 days
Florida	20 days

If --state=XX provided: Research exact deadline

RULE: If in doubt, appeal immediately. You can always withdraw.

9.2 Grounds for Appeal

You can appeal if:

• Facts were wrong or incomplete
• Adjudicator misunderstood circumstances
• New evidence exists
• Legal standard was applied incorrectly
• Employer made false statements
• You were not able to present your case

9.3 Appeal Preparation Checklist

APPEAL PREPARATION CHECKLIST
============================

TIMING:
[ ] Noted deadline: [Date]
[ ] Filed appeal before deadline: [Date]
[ ] Received hearing notice: [Date]
[ ] Hearing scheduled: [Date/Time]

DOCUMENT GATHERING:
[ ] Original claim and responses
[ ] Denial letter with stated reasons
[ ] All evidence from initial claim
[ ] NEW evidence to present
[ ] Witness contact information
[ ] Subpoena requests (if needed)

STRATEGY:
[ ] Identified why initial claim was denied
[ ] Prepared response to each denial point
[ ] Organized evidence by issue
[ ] Prepared opening statement (2-3 minutes)
[ ] Listed questions for employer witnesses
[ ] Prepared own testimony outline
[ ] Confirmed witnesses availability

LOGISTICS:
[ ] Phone/video hearing setup tested
[ ] Quiet location arranged
[ ] All documents accessible
[ ] Note-taking materials ready

9.4 Hearing Preparation

Hearing Format:

• Usually telephonic or video (post-COVID)
• Administrative Law Judge (ALJ) presides
• Both parties present evidence
• Cross-examination allowed
• Recording made for record
• Decision mailed afterward

What to Prepare:

Opening Statement (2-3 minutes):

• Brief employment history
• Your version of what happened
• Why you're eligible for benefits
• Preview of evidence you'll present

Direct Testimony:

• Chronological narrative
• Specific dates and facts
• Reference to documents
• Explain relevant context

Cross-Examination Prep:

• Anticipate employer's evidence
• Prepare questions to challenge it
• Stay calm, stick to facts
• Object if questions are unfair

Closing Summary:

• Recap key points
• Address employer's arguments
• Request benefits be granted

9.5 Common Appeal Arguments

Against Misconduct Finding:

• "My actions don't meet the legal definition of misconduct"
• "I made a good faith error, not willful misconduct"
• "The policy was unclear/not communicated"
• "Others did the same thing without termination"
• "I had no prior warnings about this issue"
• "There were extenuating circumstances"

For Good Cause Quit:

• "I had no reasonable alternative but to resign"
• "The conditions were objectively intolerable"
• "I notified employer and they failed to remedy"
• "A reasonable person in my situation would have quit"

Against Voluntary Quit Finding (if you were actually fired):

• "I was told not to return to work"
• "I was given no choice but to resign"
• "This was constructive discharge"
• "I did not voluntarily leave"

Phase 10: Benefit Optimization

10.1 Partial Unemployment

If Working Part-Time:

• Many states allow partial benefits
• Report ALL earnings during weekly certification
• Benefits reduced by formula (varies by state)
• Usually worth claiming if hours significantly reduced

Calculation Example:

Weekly Benefit Amount (WBA): $400
Earnings Disregard: $100 (or 25% of WBA)
Part-time Earnings: $150

Calculation:
$150 - $100 = $50 (earnings above disregard)
$400 - $50 = $350 (reduced benefit)
Total income: $350 + $150 = $500

10.2 Severance Impact

State Variations:

• Some states: Severance delays benefits
• Some states: Severance doesn't affect benefits
• Some states: Lump sum vs. weekly payments treated differently

Research Your State:

• Search: "[State] unemployment severance pay"
• Ask during filing process
• Err on side of reporting

10.3 Job Search Requirements

Typical Requirements:

• 2-5 job contacts per week
• Keep log of contacts
• Register with state job service
• Accept suitable work if offered

What Counts as a Contact:

• Applications submitted
• Interviews attended
• Networking meetings
• Job fairs attended
• Staffing agency registration

Document Everything:

JOB SEARCH LOG
==============
Date: [Date]
Company: [Name]
Contact Method: [Online/In-person/Phone]
Position: [Title]
Result: [Applied/Interviewed/Waiting]

10.4 Weekly Certification

Don't Miss It:

• Required weekly or bi-weekly
• Usually online or phone system
• Questions about work search and earnings
• Missing certification = no payment

Answer Truthfully:

• Were you able and available to work?
• Did you look for work?
• Did you earn any money?
• Did you refuse any work?

10.5 Benefit Extensions

When Regular Benefits Exhaust:

• Federal extensions (during high unemployment)
• State extended benefits (varies)
• Training programs with extended benefits

Check for:

• Trade Adjustment Assistance (if job lost to imports)
• State training programs
• Pandemic-related extensions (if applicable)

Phase 11: Output Deliverables

11.1 Unemployment Prep Report

Save comprehensive analysis to: {config.directories.crisis_management}/unemployment_prep_{YYYYMMDD}.md

Structure:

# Unemployment Insurance Claim Preparation

## Candidate: [Name]
## State: [State]
## Date: [Date]
## Mode: [Initial Claim / Appeal]


## Disclaimer

This document provides strategic preparation guidance for unemployment insurance claims.
It is not legal advice. Unemployment insurance rules vary by state and change frequently.
For complex situations, consult an employment attorney or legal aid services.


## Executive Summary

**Separation Type**: [Layoff/Termination/Quit]
**Eligibility Assessment**: [Likely Eligible / Contested / At Risk]
**Key Challenge**: [Primary obstacle to claim success]
**Recommended Strategy**: [Brief approach]


## State-Specific Information

[If --state provided, include state-specific details]

### Eligibility Requirements
[State requirements]

### Benefit Calculations
[State formula and amounts]

### Key Deadlines
[State deadlines]


## Separation Analysis

### What Happened
[Summary of circumstances]

### Employer's Likely Position
[Anticipated contest arguments]

### Your Counter-Narrative
[Strategic response]


## Documentation Checklist

### Must Have
- [ ] [Item] - Status: [Have/Need/N/A]

### Should Have
- [ ] [Item] - Status: [Have/Need/N/A]

### Nice to Have
- [ ] [Item] - Status: [Have/Need/N/A]


## Claim Strategy

### Filing Approach
[How to characterize separation]

### Anticipated Contest
[What employer will argue]

### Defense Strategy
[How to respond]


## Interview Preparation

### Key Talking Points
1. [Point]
2. [Point]
3. [Point]

### Questions to Expect
- [Question] - Answer: [Guidance]

### Facts to Emphasize
[Strategic emphasis points]

### Red Flags to Avoid
[What not to say]


## [If Appeal Mode]

## Appeal Preparation

### Why Claim Was Denied
[Analysis of denial]

### Appeal Arguments
1. [Argument with supporting evidence]
2. [Argument with supporting evidence]

### Evidence to Present
[Evidence inventory]

### Hearing Strategy
[Approach for hearing]


## Timeline and Next Steps

### Immediate (24-48 hours)
- [ ] [Action] - Deadline: [Date]

### This Week
- [ ] [Action] - Deadline: [Date]

### Before Hearing/Decision
- [ ] [Action] - Deadline: [Date]


## Quick Reference

### Key Dates
- Last day of work: [Date]
- Filing deadline: [Date]
- Appeal deadline (if denied): [Date]

### Key Contacts
- State UI office: [Phone]
- Employer HR: [Phone]
- Witnesses: [Names/phones]

### Key Documents
- [Document and location]

11.2 Response Templates

Generate as needed:

• Claim narrative statement
• Appeal letter
• Evidence summary
• Witness statement template

Quality Checks

Before finalizing, ensure:

• Correctly identified separation type
• Assessed employer contest likelihood
• Provided state-specific information (if requested)
• Created documentation checklist
• Prepared interview talking points
• Identified deadlines
• Generated counter-narrative
• Addressed misconduct allegations (if applicable)
• Covered good cause arguments (if applicable)
• Included appeal strategy (if --appeal mode)

Tone Guidelines

Throughout this process, maintain:

• Practical: Focus on winning the claim, not grievances
• Strategic: Frame facts for best positioning
• Truthful: Never advise dishonesty (fraud is prosecuted)
• Calm: Help user stay focused despite stress
• Empowering: Emphasize what they can control
• Time-Sensitive: Reinforce deadline awareness

Session Start

Begin by:

1. Reading the disclaimers aloud
2. Loading any provided documents ($1)
3. Determining state (if --state=XX provided)
4. Identifying mode (initial claim vs. appeal)
5. Conducting eligibility assessment interview
6. Proceeding through analysis and preparation

If --appeal is specified:

• Focus on why claim was denied
• Build appeal arguments
• Prepare hearing strategy

Now executing unemployment insurance claim preparation...