What Does Ohio’s Traditional Unemployment Benefits Framework Look Like?Īfter fifteen months of expanded pandemic unemployment benefits, and with a “return to normal” on the horizon, this is a good time to refresh your understanding of Ohio’s traditional unemployment benefits framework. However, the revocation of the state of emergency declaration or a new executive order could change this arrangement and thereby cause subsequent unemployment benefits payments to once again affect contributing employers’ unemployment insurance rates. An executive order from Governor DeWine currently allows this arrangement to continue for the duration of Ohio’s state of emergency. These “contributing employers” have instead been able to charge the unemployment benefits payments for these pandemic-related layoffs to Ohio’s mutualized unemployment benefits account. For the majority of the pandemic, employers who contribute to the Ohio unemployment insurance fund have avoided having certain pandemic-related layoffs affect their unemployment insurance rate. Effective May 23, 2021, work search requirements resumed even for those workers who became unemployed prior to Decemin order to continue receiving unemployment benefits.Įmployers will likely soon be impacted more directly by the “return to normal” as well. This is not a change for recently unemployed workers, but workers who were unemployed prior to Decemwere still not required to search for new employment to be able to receive unemployment benefits. Ohio has reinstated its work search requirements for unemployed individuals to be eligible for benefits. After that date, unemployed workers will once again only be eligible to receive a maximum of 26 weeks of unemployment benefits (regardless of whether they used all 79 weeks of PEUC by that time). PEUC allowed unemployed workers to receive up to 79 weeks of unemployment benefits, but the program will expire after the week ending September 4. The expiration of PEUC means that the length of time workers will be able to receive unemployment benefits will revert to the standard provided by Ohio law. The Pandemic Unemployment Assistance program (PUA), which provides unemployment benefits for independent contractors and others who do not qualify for traditional state unemployment benefits, and the Pandemic Emergency Unemployment Compensation program (PEUC), which provides extended traditional unemployment benefits, are both set to expire after the week ending September 4, 2021. Two other federal pandemic unemployment programs are also set to end in the coming months. Ohio will end FPUC payments after the benefit week ending June 26, 2021. Although ARPA extended FPUC payments for unemployed workers through September 6, almost half (24) of all states have now committed to opting out of this program early. The federal government, acting through the Ohio Department of Job and Family Services, paid FPUC to unemployed workers in addition to the state unemployment benefits they were already eligible to receive. What Unemployment Benefits Programs Are Ending?įederal Pandemic Unemployment Compensation (FPUC), the supplemental unemployment benefit created by the CARES Act in March 2020 at $600 per week and continued by the American Rescue Plan Act (ARPA) at $300 per week, is ending. With the expiration of these programs, employers and unemployed workers are faced with the prospect of Ohio returning to its traditional unemployment framework – a framework that, after over fifteen months of the pandemic, may now be foreign to many. Other pandemic unemployment programs are also set to expire in the coming months. Governor Mike DeWine has announced the termination of two facets of Ohio’s pandemic unemployment benefits framework. Tax and Economic Development IncentivesĪs Ohio continues its recovery from the COVID-19 pandemic, a number of pandemic unemployment benefits programs are winding down.Securities, Shareholder Disputes and Corporate Governance.Mass / Toxic Tort and Product Liability Litigation.Land Use, Zoning, Real Property and Eminent Domain.Workplace Safety and Workers' Compensation.Employee Benefits and Executive Compensation.Corporate Diversity, Equity and Inclusion Programs.Environmental Litigation, Dispute Resolution and Crisis Management.Business Organizational Matters, Including Entity Selection and Capital Structure.Bankruptcy, Restructuring and Distressed Situations.Antitrust and Trade Regulation Litigation.
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