Arkansas Unemployment Insurance Benefits Eligibility
To be eligible for unemployment insurance benefits in Arkansas, you must meet the following criteria:
Basic Requirements:
- Unemployed: You must be totally or partially unemployed through no fault of your own. This means you lost your job through no fault of your own, such as a layoff, company closure, or reduction in hours. Quitting voluntarily, being fired for misconduct, or refusing suitable work will generally disqualify you.
- Wages: You must have earned sufficient wages in your base period, which is typically the first four of the last five completed calendar quarters before you filed your claim. The minimum amount of wages you need to have earned depends on your average weekly wage.
- Work Search: You must be actively seeking work each week you are collecting benefits. This means you must contact at least three potential employers each week.
- Availability: You must be physically and mentally able to work and available for suitable work. This means you cannot be on vacation or unavailable due to childcare or other personal reasons.
- Labor Disputes: You cannot be involved in a labor dispute, such as a strike or picket line, unless you were locked out by your employer.
Additional Requirements:
- Claim Filing: You must file your claim online or in person at your local Arkansas Division of Workforce Services (DWS) office.
- Weekly Certification: You must certify each week that you are still unemployed and meet the eligibility requirements.
- Disqualifications: Certain events can disqualify you from receiving benefits, such as quitting your job without good cause, refusing suitable work, or fraudulently receiving benefits.
Here are some helpful resources for learning more about Arkansas unemployment insurance benefits:
- Arkansas Division of Workforce Services: https://www.ezarc.adws.arkansas.gov/
- Unemployment Insurance Claims: https://dws.arkansas.gov/workforce-services/unemployment/arkansas-claim-help/
- Your Unemployment Insurance Information Handbook: https://dws.arkansas.gov/wp-content/uploads/Your-Unemployment-Insurance-Info-Handbook.pdf
- Benefits.gov: https://dws.arkansas.gov/workforce-services/unemployment/arkansas-claim-help/
2 Comments
QUERY: If I happen to get laid off from my job on Thanksgiving holiday, driving 3 hours from my family– where/with whom I did not get the privilege to join for the festivities, as I was scheduled to work a 4-hour shift. I had to use my GPS navigation system to track the roads and get to Little Rock from Scranton, AR (Dublin County) 200 miles northwest. Unexpectedly, I lost cell service and my cell died whilst in the middle of nowhere; I took a couple wrong turns winding through the Ozark Mountains, and decided if I was going to get there on time, I needed to stop and charge my cell someplace. Once I located a truck stop & charged my phone up to 9%. When the attendent kindly retrieved my phone and it was back in my possession, I immediately contacted the workplace at the shop– as proposed in the companywide policy/ processes. I made a proposal to the staff on the clock, and pleaded that they relay this message of my getting lost, that I was making a trek from almost 3 hours away, and I was going to be a little bit late, even adding the exact mileage between me en route, and the store at Chenal. Upon arrival, I was escorted to the back where the manager, who was supposedly training me for their position, fired me for being unreliable… As i looked around the store, it appeared to me that I was one out of three people who actually had shown up… and he called me unreliable…. and stated the rereason was because I failed to tell him directly. Given the low battery on my cell, and the call made into the store, he completely disregarded my efforts. Oh! I need to mention I had been tardy in the past, mainly due to technical and engineering difficulties with my Toyota RAV4 I had been driving. Prior to this specific occasion, I had purchased a new used car for the sole purpose of commuting to work without any hassle or issue, for the first time since 2020…. All of these points were raised and i received no further explanation. I also brought to their attention that the second raise I had been “promised” failed to make its way onto any of my checks. I was supposed to receive this raise on October 6. I was laid off on November 23 for the second time. The first time for a similar spur of the moment reason (that day I had been pulled over for speeding going 78 in a 45 on HWY10– Officer Norman is the one who stopped me at 9:03am) and I was asked to hand my key in late July for a bit. I came back the first week of September, and received much higher ratings, pay, and respect from my peers and boss. I feel as though both times I was asked to leave, the message was misconstrued to their superiors and the team in a way which was not a reflection of my actions, intent, nor character– very close to defaming my person. I also believe that my quick Excelleration was becoming a threat to this manager, and they did not want to deal with the competition. A similar power struggle wherein they lied and spread misinformation and altered the narrative so that their equal in the company was left appearing fraudulent and dishonest at the expense of this one managers actions, and they made a very simple honest mistake and I did not double check, so the manager berated both of us, changed the subject in question in the system so they appeared correct after the fact, and repeatedly made an example of how NOT to handle things– all just a mistake of viewing the wrong price on the card and looking too far to the right…. All of this context is an attempt to explain this person’s intentions and tendency to condescend and bully his inferior/staff. I want to know, most importantly, if, since I never received my correct raise, if I can be granted the funds, I worked 40+ hours a week for, or if i need to take this to a legal professional. And secondly, I would like to receive restitution for the time I was laid off, if at all possible. I was also told by my coworkers that when they received their raises, they were written a check that same meeting/ session. The change in management has left a lot up in the air, and a lot unfinished, without reason. Each time I confront this person, they tell me their hands are tied. I sincerely apologize for seemingly gossiping, but that’s furthest from my intentions; i just crave some justice or explanations. I needed to provide the full picture.
I understand that you feel wronged and frustrated by the situation with your recent layoff and alleged unpaid raise. Based on the details you provided, here’s what I can offer:
Regarding the unpaid raise:
Yes, you have the right to pursue the raise you were promised. If you have evidence of the promise (e.g., emails, meeting notes, witnesses), you can start by contacting the company’s Human Resources department. Explain the situation and provide copies of your evidence. They should be able to investigate and, if your claim is valid, issue the missing raise.
If the HR department is unhelpful, you can consider filing a wage claim with the Department of Labor (DOL). The DOL is a federal agency responsible for enforcing wage and hour laws, including pay for promised raises. They can investigate your complaint and help you recover any unpaid wages.
You can also consider speaking with an employment attorney. They can advise you of your legal rights and options, and represent you in any legal proceedings if necessary.
Regarding the layoff:
It’s difficult to say definitively if the layoff was justified based on the information provided. However, if you believe your manager misrepresented your actions or intentions to justify the termination, you can try to contest it.
Start by requesting a meeting with the HR department to discuss your concerns. Explain your version of events and provide any evidence you have that contradicts your manager’s version.
If the HR department doesn’t provide a satisfactory resolution, you can consider filing a complaint with the National Labor Relations Board (NLRB). The NLRB investigates unfair labor practices, including claims of wrongful termination.
Again, an employment attorney can advise you of your rights and options in this situation.
General advice:
Keep all your documentation in order. This includes emails, pay stubs, performance reviews, and any other relevant paperwork.
Be professional and courteous in your communication with the company. Avoid making accusations or threats.
Be prepared for a long process. Resolving these issues can take time, so be patient and persistent.
Here are some resources that may be helpful:
Department of Labor: https://www.dol.gov/agencies/whd
National Labor Relations Board: https://www.nlrb.gov/
Find Legal Help: https://www.lsc.gov/
I hope this information is helpful. Remember, you have rights as an employee, and you should not hesitate to pursue them if you believe you have been wronged.