GAP NO. 200.200
Unemployment Compensation Insurance Program
I. GENERAL
Effective January 1, 1972, the North Carolina Employment Security Commission law was amended to cover faculty, staff and hourly paid employees of institutions of higher education. The purpose of this law is to provide economic relief during periods of unemployment and to facilitate the reemployment of persons who are currently unemployed.
The entire cost of these benefits is borne by the employer. Under the law, the University must reimburse the State for all benefits received by former Duke University employees (i.e., individuals with whom Duke University has an employee-employer relationship). Individuals terminating their service with the University or who are temporarily laid off because of a lack of work must be provided with a separation or temporary layoff notice advising them of their rights under the law.
The University has established the following policy for meeting the requirements of this law and minimizing unemployment and the related cost.
II. POLICY
Duke University will strive to reduce the need for and the resultant cost of unemployment benefits by minimizing turnover, layoffs and unemployment through:
- Effective manpower planning, selection, placement and development
- Effective supervisory leadership
- Pleasant working conditions
- Competitive compensation programs
The University will comply with all requirements of the law, cooperate fully with the Employment Security Commission personnel, and assist employees in obtaining legitimate benefits, but will challenge all unwarranted claims. Management, at all levels, is responsible for supporting and implementing this program within their own area.
III. RESPONSIBILITIES
The primary responsibilities in implementing and maintaining the University's Unemployment Compensation Insurance Program are as follows:
Supervisors
- Plan staffing needs and selection efficiently and stabilize staffing levels for the department.
- Coordinate all hiring of employees through the Employment Office.
- Set up all individuals who perform services in an employee-employer relationship with Duke University on the payroll system.
- Coordinate all layoffs with the Duke Special Counsel for Worker's Compensation.
- Provide effective leadership and a working atmosphere conducive to the retention and development of subordinates.
- Solicit help from Human Resources when necessary to retain desirable employees by either reconciling employment policies and/or practices, or transferring the employee to a satisfactory position within the University.
- Maintain adequate records concerning each employee's performance, disciplinary action and/or reasons prompting a termination or layoff.
- Attend claim hearings of the Employment Security Commission when it is considered advisable by the Duke Special Counsel for Worker's Compensation.
- Promptly process the Termination Notice for each terminating employee (refer to General Accounting Procedure No. 101.3) in order to support the University's position and ensure compliance with all Personnel policies.
Human Resources
- Coordinate all hiring, giving priority to desirable former employees who are receiving unemployment benefits.
- Assist management in resolving work area problems, in providing attractive working conditions, and in providing competitive compensation programs.
- Assist the Duke Special Counsel for Worker's Compensation in providing evidence at claim hearings.
Accounting Department - Payroll Office
- Process Termination Notices.
- Provide additional payroll data relating to inquiries from the Commissioner of the Employment Security Commission or other state and federal agencies to the Duke Special Counsel for Worker's Compensation as requested.
Duke University Special Counsel for Worker's Compensation
- Coordinate and review the University's Unemployment Insurance Program for compliance.
- Develop and revise procedures for the administration of the program.
- Advise departments on the provision of the law relating to temporary layoffs and, if required, the preparation of the Notice of Temporary Layoff or the Separation Notice.
- Prepare and submit related reports as required and reconcile the Employment Security Commission's claim report of charges against the University's account.
- Maintain files of any required Separation and Temporary Layoff Notices.
- Represent the University at claim hearings of the Employment Security Commission when advisable.
| GAP History |
| Issued: |
March 1997 |
| Revised: |
July 2003 |
