If you quit or otherwise leave a job voluntarily, an employee must prove “good cause” in order to receive unemployment benefits. However, an employee who is forced to resign is not deemed to have left work voluntarily when the employee had no real option to return to the job.
By statute, “good cause” does not include leaving work to become self-employed or to accompany a spouse to a new locality (unless it relates to a military transfer). General dissatisfaction with a job is not good cause. To establish “good cause,” the employee must show (1) that he or she suffers from an objectively reasonable job dispute or other conflict that serves as a necessary and compelling reason to leave employment; and (2) that he or she has exhausted all steps to resolve any conflict that would be taken by a someone desirous of retaining their employment. For example, an employee who is troubled by a conflict with a co-worker first would be expected to pursue some resolution by reporting the behavior to a supervisor or human resource office.
“Good cause” is determined on a case-by-case basis, but may include situations such as severe harassment or discrimination, non-payment of wages or significant cuts in pay, illegal or unsafe working conditions, family care obligations, or personal medical reasons. However, if your medical condition prevents you from working for any employer, you will not meet the VEC’s other requirement that you are otherwise available for work. When dealing with medical conditions that impact work ability, an employee first should consult with their physician prior to leaving a job. The VEC is more likely to accept a medical cause if your physician advised that your current position was not suitable due to physical or mental limitations.
If you are denied unemployment benefits, you have the right to appeal your claim and present your case at a hearing before an appeals examiner. You also have the right to be represented by an attorney at this hearing.