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  1. #1
    Join Date
    Oct 2010
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    8

    Question Sending in Statement for Fact Finding Interview

    My question involves unemployment benefits for the state of: Nebraska

    I'm due to have a fact interview concerning my unemployment claim within the week. I've just had a job interview scheduled that will conflict with that call. My notice says I can submit a written statement. Are they any pointers/suggestions of everything that I should make sure are in there, or 'hot points' I should add? For example, should I mention in the letter the reason I can't be present at the call (the interview)? Any help would be appreciated.

  2. #2
    Join Date
    Dec 2007
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    2,357

    Default Re: Sending in Statement for Fact Finding Interview

    Have you tried to change the interview time? Seriously, decent employers will understand. "I'm sorry, but I've just been notified of an important legal appointment which requires my presence and cannot be changed. Would it be possible to reschedule my interview for an earlier/later time on the same day?"

  3. #3
    Join Date
    Oct 2010
    Posts
    8

    Default Re: Sending in Statement for Fact Finding Interview

    I looked on the sheet that was sent and I didn't see that Workforce Development allowed a change of time. All I see was a box that said "if you are unable to participate in the interview, you have the right to PROVIDE A WRITTEN STATEMENT giving the facts on the above issue FAX or MAIL your written stateent, along with THIS FORM, so that it is received at the Workforce Center location shown below PRIOR to the interview date and time." Otherwise it just lists the time that my employer and myself will be contacted for the interview. I read in an earlier post that the written statement is the same as an oral interview and wouldn't count against my chances.

  4. #4
    Join Date
    Dec 2007
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    2,357

    Default Re: Sending in Statement for Fact Finding Interview

    I meant your job interview.

  5. #5
    Join Date
    Oct 2010
    Posts
    8

    Default Re: Sending in Statement for Fact Finding Interview

    Ah, misunderstood, sorry.

    I haven't contacted them, no. I'm worried about sending the wrong signal to them as a potential employer by wanting them to change their plans to accomodate my unemployment.

  6. #6
    Join Date
    Dec 2007
    Posts
    2,357

    Default Re: Sending in Statement for Fact Finding Interview

    OK, then, let's look at your statement.

    First of all, what were the circumstances surrounding your separation from employment?

  7. #7
    Join Date
    Oct 2010
    Posts
    8

    Default Re: Sending in Statement for Fact Finding Interview

    I was out of work with a kidney infection beyond my alotted sick time. Once everything was fine with that I suffered extreme upset stomach due to my stomach lining being really raw (a consequence of what was happening with the other illness) which led to vomiting (sorry for being graphic). There were times I was able to make it in to work and my stomach would be settled enough to perform my duties, other times I'd get up in the morning and already was sick.

    Occasionally other employees would cover my shift, which was allright. And I was proactively requesting unpaid leave days in case of sickness just to get through until I felt better (not a mark against my attendance record; just a luxury provided if it looks as though it will be slow enough that a full workcrew wouldn't be needed). But there were times when the leave wasn't available and I had to call in sick.

    The last day I did it I called work and asked to speak to a manager. Another luxury is that if you're earned enough 'points' you can swap a work day for a another day. I needed a manager's permission to do that but the one on duty couldn't be found in the office. With no other option and no one else to speak with I told my job's workforce that I needed to take a sick day. I got a call at home later, with the employer giving me an option to quit on my own or be fired. I didn't want to quit as I still wanted the job. Even though I still wasn't feeling well I offered to come in and work an adjusted shift that day (something which has been offered in the past) or even an extra shift on my day off, anything to avoid losing the job. The employer refused, and said I was terminated.


    Sorry to be longwinded. That's part of my dilemma with the statement; not boring the Workforce representative with more information than needed.

  8. #8
    Join Date
    Oct 2010
    Posts
    8

    Default Re: Sending in Statement for Fact Finding Interview

    One thing I just noticed on my interview sheet, it asked for 'attempts to maintain employer/employee relationships.' I would often have meetings with the company director in his office, talking about how work was going and how things were going with myself. The last one was on August 4. And my monthly reviews from my team manager were always positive. I don't know if any or all of this makes a difference, thought I'd say to find out.

  9. #9
    Join Date
    Dec 2007
    Posts
    2,357

    Default Re: Sending in Statement for Fact Finding Interview

    How many employees does the employer have at your job location or within a 75-mile radius?
    How long did you work there total?
    Did you work at least 1,250 hours in the 12 months immediately preceding your illness?
    How long were you out, both for this illness and any other time in the preceding year?

    The "attempt to maintain employer/employee relationship" is not what you think it is. What they want to know is, did you keep in touch with your employer in accordance with company policies while you were out? IOW, what did you do to mitigate the situation and keep your job?

  10. #10
    Join Date
    Oct 2010
    Posts
    8

    Default Re: Sending in Statement for Fact Finding Interview

    There's about 175 employees there. I've worked there 2 3/4 years with the majority of the rest working there maybe 4-5 years from when it was opened.

    Yes, I worked at the very least 1,250 hours. All in all in the last year, about 19 days (including four paid sick days). The other 15 days were intermittently in the last month and a half.

    I understand what you mean about maintaining relationships now. As far as that goes, I'd say having my shift covered by others when available, as well as the preemptive leave days so I wouldn't be missing any work on sick time. As I said above on that last day I did try to talk to a manager to swap days as not to call in sick; likewise when I was contacted I definitely offered to come in and work even while sick for a shift.

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