In the case with this store manager and district manager, she could not provide enough evidence to show that she quit due to a hostile work environment.
There is a fine line between “hostile work environment” and yelling. Showing a “hostile work environment” is a common way an employee can quit and collect unemployment benefits. This manager quit because she claimed the district manager (her boss) yelled at her frequently and belittled her. Yelling at an employee is not normally enough for an employee to show good cause for quitting. Continuously belittling a subordinate can be enough cause to quit and collect benefits. So you want to take care that your supervisors are acting appropriately with their subordinates.
In the case with this store manager and district manager, she could not provide enough evidence to show that she quit due to a hostile work environment.
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Yes, you read that right - an employee who quits his job is entitled to unemployment benefits in certain instances. The employee has the burden of proof in showing that she quit for “good cause attributable to the employer.” That is the language Michigan Employment Security Act uses. It is a fancy way of saying that the reason or reasons for quitting have to be related to actions or inactions by the employer. So quitting for a personal reason won't suffice.
Here's a list of typical reasons that usually meet the good cause requirement for quitting:
Another requirement is that prior to quitting, the employee must give the employer an opportunity to correct the situation. This is where having a well-defined written procedure in the employee handbook can help you; that will take care of about half of the reasons listed above. There are, however, certain situations where the employee does not have to give the employer an opportunity to correct the situation. These are situations where a “reasonable person” would just leave; for example, a patently unsafe work environment. Many employers are forced to pay unemployment benefits to employees who quit because they do not have well-defined policies and procedures to address the steps employees must take to report complaints to management. Of course all of this can be avoided if the proper safeguards are put in place. |
Author J. Latif Baig, is a licensed Michigan attorney for over 30 years. Archives
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