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With regard to those appeal papers, the "reason" for appeal is what you have to fill in - i.e. what are you appealing? Presumably the alleged unjust reason of disqualification. The agency wouldn't be able to put in your reason for appeal, as the agency it the one that denied you and feels it is just denial. You are appealing, you need to put something in that spot. But most importantly, you do NOT want to violate deadlines. And if you did with just reason because they did not get you your letter in time, than seek a 'waiver' of the appeal deadline on the basis that you never got a copy UNTIL you questioned them and asked them to fax the letter to you. You may want to check the date of the letter that you received by fax to make sure they did'nt "create" the letter after you complained you didn't receive one.
Notwithstanding the baove, Mary, I do think, based on your facts, that you are not entitled to unemployement benefits under Arkansas law, nor that of most states. This is because you voluntarily left your job and did not have 'good cause connected to the work' for doing so - you have a nice personal reason, that is true (and congratulations on your pending nuptials!)-- most people do have good personal reasons for quitting a job, but unemployment is meant for those that lost their job due to no fault of their own, "victims of job loss" , if you will.
Here is the law on it: Unfortuntately, sinc eyou were not married and your the military exception did not apply, you can not take advantage of that exeption. However, it does look like if you get 30 days of work and then get laid off, your right to benefits will kick in again. Read below:
A.C.A. § 11-10-513 (2008)11-10-513. Disqualification -- Voluntarily leaving work.(a) (1) If so found by the Director of the Department of Workforce Services, an individual shall be disqualified for benefits if he or she voluntarily and without good cause connected with the work left his or her last work.(2) (A) An individual working as a temporary employee will be deemed to have voluntarily quit employment and will be disqualified for benefits under this subsection if upon conclusion of his or her latest assignment, the temporary employee without good cause failed to contact the temporary help firm for reassignment, provided that the employer advised the temporary employee at the time of hire that he or she must report for reassignment upon conclusion of each assignment and that unemployment benefits may be denied for failure to do so.(B) (i) As used in this subsection, "temporary help firm" means a firm that hires its own employees and assigns them to clients to support or supplement the client's work force in work situations such as employees' absences, temporary skill shortages, seasonal workloads, and special assignments and projects.(ii) The term does not include employee leasing companies regulated under § 11-10-717(e).(C) "Temporary employee" means an employee assigned to work for the clients of a temporary help firm.(3) Any person who leaves his or her last work to comply with the order of a correctional institution or to satisfy the terms of his or her parole or probation shall be deemed to have left work "voluntarily and without good cause connected with the work".(4) The disqualification shall continue until, subsequent to filing a claim, he or she has had at least thirty (30) days of employment covered by an unemployment compensation law of this state, another state, or the United States.(b) No individual shall be disqualified under this section if after making reasonable efforts to preserve his or her job rights he or she left his or her last work:(1) Due to a personal emergency of such nature and compelling urgency that it would be contrary to good conscience to impose a disqualification;(2) Because of illness, injury, pregnancy, or disability; or(3) To move with a military spouse to a new duty station.(c) (1) No individual shall be disqualified under this section if he or she left his or her last work because he or she voluntarily participated in a permanent reduction in the employer's work force after the employer announced a pending reduction in its work force and asked for volunteers.(2) Such actions initiated by the employer shall be considered layoffs regardless of any incentives offered by the employer to induce its employees to volunteer.(3) Any incentives received shall be reported under § 11-10-517.
Hope this helps to clarify.
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