Information on EMPLOYMENT INSURANCE ELIGIBILITY

For those brothers and sisters working out of jurisdiction.
As most of you know the EI regulations state that voluntarily leaving your employment, without just cause, disqualifies you from eligibility for benefits. Set out below are some of the criteria from the EI website which may be considered just cause. PLEASE BE AWARE THAT THERE IS NO GUARANTEE THAT THIS WILL BE THE CASE.
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“..you leave your employment voluntarily but you believe you have valid reasons for doing so?
You may have excellent reasons for leaving your employment voluntarily, but this does not mean that you have just cause for leaving your employment. Before deciding to leave your employment, you should always analyze the problem and use the measures or reasonable alternatives available to you to fix the situation. If you leave your employment without considering all the measures or reasonable alternatives available to you, you will need to explain why you did not consider these measures or reasonable alternatives.
Depending on the circumstances, the reasons listed below may be just cause for leaving your employment voluntarily:
you are a victim of sexual or other harassment, or you are a victim of discrimination because you belong to an association, organization, or union of workers;
you need to accompany your spouse or dependent child to another residence;
you are a victim of discrimination;
your working conditions are dangerous to your health and safety;
you need to care for a child or a member of your immediate family;
you have reasonable assurance of another employment in the immediate future;
your wages or salary have been significantly changed, or your employment conditions have changed to the extent that they have significantly impacted your wages or salary;
you are asked to work an unreasonable amount of overtime or your employer refuses to pay you for the overtime work;
your duties have changed significantly;
you experience antagonism with a supervisor, and you are not primarily responsible for the antagonism;
your employer has certain practices that are contrary to law; or
you are unduly pressured by your employer or your co-workers to leave your employment.
If your employer is permanently reducing its work force and offers you the option of leaving your job to protect the job of a co-worker, we consider that you had just cause for leaving your employment voluntarily. However, the company you work for must show that the downsizing is permanent and that your resignation allowed the company to protect the job of another employee. If your employer gives you the option of leaving your job within the context of a work-force reduction, it is best to first consult an EI agent before making a decision. You should not assume that you will automatically be entitled to receive benefits.
Other reasonable circumstances may be considered to be just cause for leaving an employment voluntarily. However, while you may be considered to have just cause for leaving your employment in certain situations, there may be doubts as to your availability for work. An example of this is a person who leaves an employment to look after a child or a member of the personís family. If you are not sure whether you can establish just cause for leaving your employment voluntarily, contact us for more information.”

Information on EMPLOYMENT INSURANCE ELIGIBILITYFor those brothers and sisters working out of jurisdiction. As most of you know the EI regulations state that voluntarily leaving your employment, without just cause, disqualifies you from eligibility for benefits. Set out below are some of the criteria from the EI website which may be considered just cause. PLEASE BE AWARE THAT THERE IS NO GUARANTEE THAT THIS WILL BE THE CASE.

.”..you leave your employment voluntarily but you believe you have valid reasons for doing so?
You may have excellent reasons for leaving your employment voluntarily, but this does not mean that you have just cause for leaving your employment. Before deciding to leave your employment, you should always analyze the problem and use the measures or reasonable alternatives available to you to fix the situation. If you leave your employment without considering all the measures or reasonable alternatives available to you, you will need to explain why you did not consider these measures or reasonable alternatives.
Depending on the circumstances, the reasons listed below may be just cause for leaving your employment voluntarily:
you are a victim of sexual or other harassment, or you are a victim of discrimination because you belong to an association, organization, or union of workers;you need to accompany your spouse or dependent child to another residence;you are a victim of discrimination;your working conditions are dangerous to your health and safety;you need to care for a child or a member of your immediate family;you have reasonable assurance of another employment in the immediate future;your wages or salary have been significantly changed, or your employment conditions have changed to the extent that they have significantly impacted your wages or salary;you are asked to work an unreasonable amount of overtime or your employer refuses to pay you for the overtime work;your duties have changed significantly;you experience antagonism with a supervisor, and you are not primarily responsible for the antagonism;your employer has certain practices that are contrary to law; oryou are unduly pressured by your employer or your co-workers to leave your employment.If your employer is permanently reducing its work force and offers you the option of leaving your job to protect the job of a co-worker, we consider that you had just cause for leaving your employment voluntarily. However, the company you work for must show that the downsizing is permanent and that your resignation allowed the company to protect the job of another employee. If your employer gives you the option of leaving your job within the context of a work-force reduction, it is best to first consult an EI agent before making a decision. You should not assume that you will automatically be entitled to receive benefits.
Other reasonable circumstances may be considered to be just cause for leaving an employment voluntarily. However, while you may be considered to have just cause for leaving your employment in certain situations, there may be doubts as to your availability for work. An example of this is a person who leaves an employment to look after a child or a member of the personís family. If you are not sure whether you can establish just cause for leaving your employment voluntarily, contact us for more information.”

http://www.servicecanada.gc.ca/eng/ei/types/regular.shtml#additional

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