Posted on 03/26/2019 5:56:29 AM PDT by NewJerseyJoe
As an unemployment adjudicator for my state, though there is no federal unemployment law per se, as long as states stay within DOL guidelines, I can take an educated guess, the client company did not want to roll you over for whatever reason so they decided to end your position. The reason for unemployment being denied i would bet is that most temp agencies have policies that state you must report for reassignment within x number of days, and a failure to do so changes the separation into a quit for voluntary reasons that are not good cause in connection with the work.
> Any advice on what I can say in interviews? Thanks, folks. <
“It was a temporary contract position.”
And since you said that you “contributed substantive improvements to streamline their review process”, you could add that (you assume) since you were hired to streamline something and that was done, the job was over.
Good luck to you,
LR
If you are paid as an independent contractor and received a 1099 firm them not eligible for unemployment benefits.
When tax time comes do you get a 1099 or w2?
Sounds like you are an independent contractor to an agency that had their own contract for you to work on, hence the unemployment denial.
Your agency simply may have lost their bid for contract renewal. They will never tell anyone such info in advance so folks don’t scatter from the contract which will lose them $.
The only notice you get in the contract world is a goodbye. Just like if you change landscaping companies or trash pickup for your home. Do you give those companies notice or just drop them at the right moment?
Was this your first contract gig?
I don’t know what your industry is, but my last 3 jobs I all found and got through Indeed.com, for what it’s worth.
Try to get a reference that would validate that you did good work.
Of course, the problem with agency contract work is that the Pharma company may not be selecting its own workers but rather taking what the agency sends them.
That said, there is always a fly in the ointment for agency employers. When an employee over 40 is terminated and his replacement is under 40, it is prima facie age discrimination and the employer then has the burden of proof that there was a primary non-age related reason for the termination. Well run HR departments are good at papering the file. Poorly run HR departments are terrible at it.
And, with a new population of workers coming in from an agency, there is always a younger worker in the mob to hang your hat on.
Age discrimination lawyers do not charge. They are commission workers. If they will take your case, go with it. They won’t take it if you aren’t going to get something.
Sorry to hear about your situation. If it is anything like NC, if you were on a W2 to the contract company and you completed the necessary time to draw unemployment, then that means someone at the staffing company contested it. You should be able to get some info on why they fought it. If you were on a 1099, then you are SOL re unemployment insurance. I would just tell prospective employers your contract ended. That’s what contracts do.
Sometimes these lay offs turn out to be blessings in disguises. Have faith and move forward with confident expectations.
The company I work for let a motivated sales rep go. She was devastated for awhile but now she has a new gig that’s well suited for her and her family situation. Ask the Lord to lead you to a new one.
I admit I have always found this astonishing, that a prospective employer can get no (or little) feedback on a prospective hire by asking the former employer.
Sure, giving info could hurt an employee let go for cause, but this approach also hurts prospective hires IMO because a hiring company has to depend on a feel, by looking at an employment history and reading between the lines instead of hearing “We needed to downsize, and unfortunately had to let the employee go. However, his/her performance was exemplary, and we highly recommend them.”
Instead, you get nothing. That means no-loads can often have as good a chance as a quality employee of being hired, and spreading their toxic skillset to unsuspecting companies.
Granted, there are other ways around these limitations, and closing off opinions of former employees can also insulate a former employee from a former employer who still has an unfair axe to grind, but overall, I have never liked that development.
And reading resumes? I find it appalling how many people embellish their resume with things they have no business putting in there. Sure, if you know how to ask certain questions you can smoke it out, but...still.
My question, to you, would be was there a personality conflict between you and your boss? Might it have been a covert below the surface sort of thing. This “boss” may have been looking for any excuse to dismiss you.
You should know contracts sre not employment.
In the meantime, hit Monster, Dice, Ladders, and Indeed. You willl find something soon enough.
My advice: First, trust God. The reason might very well be that He has something better for you.
Amen to that brother. Trust in the Lord. He has a bigger and better plan for you. You just have to trust and believe.
had already contributed substantive improvements to streamline their review process.
Very true. Life is a series of doors, and involuntarily walking through one (or being pushed through one) may open a host of available doors you would never have been aware of.
Of course, that is a glass-half-full approach, easy to take when it isn’t MY butt sitting on a curb.
If the staffing agency pays by W-2 they do.
I hope I got your handle right, this is a ping.
Got any info for this guy..?
Your employer was actually the contract agency, no?
If it were a long-term relationship you’d had with them and the employer had never given them complaint or warning, etc., then I would say that agency is the one who ethically should have let you build up a small severance entitlement. But that of course would have to do with them. If you were a good contractor, I’d think they’d want to go out of their way to help you out and get you placed elsewhere.
Also, if you were working in their client’s organization for a long period of time, on site, wouldn’t you have some sort of informal relationship with any employees there who could clue you in or would/could have advocated for you?
Good luck. But I don’t think you’re really in a bind insofar as you don’t know why their contract with you was ended. It just was.
Well I had been with Verizon Wireless in IT for near 19 yrs and manager who was located in California and had only met face to face once in 9 yrs called me up at 3 am in the morning to inform me I was laid off. Seems they were cutting anyone with 7 yrs or more time in with the company.
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