Iowa Admin. Code r. 871-24.18

Current through Register Vol. 47, No.14, January 8, 2025

Rule 871-24.18 - [Effective 2/12/2025] Voluntary quit without good cause

In general, a voluntary quit means discontinuing the employment because the employee no longer desires to remain in the relationship with the employer from whom the employee has separated. The employer has the burden of proving that the claimant is disqualified for benefits, but the claimant has the initial burden to produce evidence that the claimant is not disqualified for benefits in cases involving Iowa Code sections 96.5(1)"a" through "i" and 96.5(10). The following reasons for a voluntary quit are be presumed to be without good cause attributable to the employer:

(1) Claimant's lack of transportation to the work site unless the employer had agreed to furnish transportation.

(2) Claimant moved to a different locality.

(3) Claimant left to seek other employment but did not secure employment.

(4) Claimant was absent for three days without giving notice to employer in violation of company rule.

(5) Claimant left due to an inability to work with other employees.

(6) Claimant failed to return to work upon the termination of a labor dispute.

(7) Claimant left to enter military service, either voluntarily or by conscription. While in military service such claimant is considered to be on leave from employment. Voluntary quit in this context will occur when upon release from military service the claimant does not return to the claimant's employer to apply for employment within 90 days, provided the claimant provides evidence to the employer of satisfactory completion of the military service and further provided that the claimant is still qualified to perform the duties of the position.

(8) Claimant left employment to accompany a spouse to a new locality. No disqualification will be imposed when Iowa Code section 96.5(1)"b" is applicable.

(9) Claimant left to get married.

(10) Claimant left without notice during a mutually agreed upon trial period of employment.

(11) Claimant left because of dissatisfaction with the wages but knew the rate of pay when hired.

(12) Claimant becomes incarcerated.

(13) Claimant left because of lack of child care.

(14) Claimant left because of a dislike of the shift worked.

(15) Claimant left to enter self-employment.

(16) Claimant left for compelling personal reasons and the period of absence exceeded ten working days.

(17) Claimant left because of dissatisfaction with the work environment.

(18) Claimant left because of a personality conflict with the supervisor.

(19) Claimant left voluntarily due to family responsibilities or serious family needs.

(20) Claimant left employment to accept retirement when such claimant could have continued working.

(21) Claimant left to take a vacation.

(22) Claimant left to go to school.

(23) Claimant left rather than perform the assigned work as instructed.

(24) Claimant left after being reprimanded.

(25) Claimant left in anticipation of a layoff in the near future, but work was still available at the time claimant left.

(26) Claimant left due to the commuting distance to the job and was aware of the distance when hired.

(27) Claimant left work to keep from earning enough wages during the year to adversely affect receipt of social security.

(28) Claimant left by refusing a transfer to another location when it was known at the time of hire that it was customary for employees to transfer as required.

(29) Claimant left because claimant felt that the job performance was not to the satisfaction of the employer provided the employer had not requested claimant leave and continued work was available.

(30) Claimant left because work was irregular due to weather conditions that were not unusual in claimant's type of employment.

(31) Claimant left because of illness or injury that was not caused or aggravated by the employment or pregnancy and failed to:

a. Obtain the advice of a licensed and practicing physician or physician assistant;

b. Obtain certification of release for work from a licensed and practicing physician or physician assistant;

c. Return to the employer and offer services upon recovery and certification for work by a licensed and practicing physician or physician assistant; or

d. Fully recover so that the claimant could perform all of the duties of the job.

(32) Where claimant maintained that the claimant left due to an illness or injury that was caused or aggravated by the employment but the employer met its burden of proof in establishing that the illness or injury did not exist or was not caused or aggravated by the employment.

(33) Where claimant gives the employer notice of an intention to resign and the employer accepted such resignation. This rule also applies to a claimant who was employed by an educational institution who has declined or refused to accept a new contract or reasonable assurance of work for a successive academic term or year and the offer of work was within the purview of the individual's training and experience.

(34) Where claimant gave the employer an advance notice of resignation, causing the employer to discharge the claimant prior to the proposed date of resignation, no disqualification shall be imposed from the last day of work until the proposed date of resignation. Benefits will be denied effective the proposed date of resignation.

(35) Where claimant voluntarily quit in advance of the announced scheduled layoff, the disqualification period will be from the last day worked to the date of the scheduled layoff.

This rule is intended to implement Iowa Code sections 96.3(3), 96.4(3), 96.4(5), 96.5(1), 96.5(3), 96.6(1), 96.6(2), 96.16, and 96.1A.

Iowa Admin. Code r. 871-24.18

Amended by IAB July 17, 2019/Volume XLII, Number 2, effective 8/21/2019

Adopted by IAB January 8, 2025/Volume XLVII, Number 14, effective 2/12/2025