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prove that she had “urgent, compelling or necessitous”

reasons for leaving, she may still be able to collect.

Again, these are very fact-specific inquiries, but

examples could include workplace harassment that the

employer failed to control, or health reasons.

For an employer, whether to contest a terminated

employee’s application for unemployment benefits is an

important decision. On the one hand, every employee

who collects impacts the rate the employer pays for

unemployment insurance- like every other kind of

insurance, higher utilization translates into higher risk

and higher premiums. On the other hand, contesting

unemployment benefits will usually result in a hearing,

which involves additional cost and distraction to the

employer. Also, a terminated employee who may or may

not have some other claim against the employer can be

74| Rules of the Road