Eleanor Finch
In Massachusetts, good cause for quitting a job may include a range of circumstances, such as leaving due to medical illness, caring for a sick family member, or dealing with a family emergency. An employee may also have good cause if their employer makes unreasonable demands, such as violating wage laws or creating unsafe working conditions. In some cases, an employee may not need to prove good cause if they left due to employer-initiated reasons or if they reduced their hours without quitting. While quitting for good cause may impact eligibility for unemployment benefits, each case is unique, and legal advice should be sought for specific situations.
| Characteristics | Values |
|---|---|
| Lack of childcare during work hours | Includes special needs childcare for a disabled child |
| Family crisis or emergency during work hours | |
| Unreasonable work demands | Not paying on schedule |
| Unfulfilled promises | Unfulfilled biannual raises |
| Unpaid drug test | |
| Unsafe working conditions | |
| Significant change in job duties | |
| Unsuitable work |
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What You'll Learn
Leaving a job due to medical illness or disability
Leaving a job due to a medical illness or disability is considered "good cause" in Massachusetts. However, it's important to note that the laws and protections available can be complex and vary depending on your specific situation. Here are some key points to consider:
Family and Medical Leave Laws (FMLA):
The Family and Medical Leave Act (FMLA) is a federal law that provides employees with certain protections related to medical leave. Under the FMLA, eligible employees can take up to 12 weeks of unpaid leave per year to deal with their own serious health condition or to care for a sick family member. Employers with 50 or more employees within a 75-mile radius must comply with the FMLA, and eligible employees must have completed at least one year of service with a minimum of 1,250 hours worked in the past 12 months. While FMLA leave is unpaid, it is job-protected, meaning your employer cannot terminate you for taking this leave as long as you do not exceed the allotted time. Additionally, Massachusetts introduced paid family and medical leave in 2021, allowing employees to receive partial compensation during their leave.
Americans with Disabilities Act (ADA):
The Americans with Disabilities Act (ADA) is a federal law that protects individuals with disabilities from discrimination in the workplace. It applies to individuals who have a physical or mental impairment that substantially limits one or more major life activities, have a record of such impairment, or are regarded as having an impairment. The ADA requires employers to make reasonable accommodations for qualified employees with disabilities to perform their essential job functions. While the ADA does not specifically mandate employers to provide medical or disability-related leave, it does offer protections against being fired due to a disability.
Short-Term and Long-Term Disability Insurance:
Short-term and long-term disability insurance policies provide income protection in the form of cash benefits to individuals who cannot work due to a disability. However, it's important to note that these policies typically do not offer job protection. While employers may be reluctant to terminate an employee on disability leave due to the fear of litigation, they may hire someone else to fill the position temporarily or permanently if the leave extends for a long period.
Workers' Compensation:
In Massachusetts, employees injured on the job are entitled to workers' compensation benefits, which cover medical expenses and 60% of their income until they can return to work. Workers' compensation laws apply to almost all employers and are administered at the state level. Retaliation against employees for filing workers' compensation claims is prohibited, and discrimination based on impairments resulting from workplace injuries is unlawful.
It's always recommended to seek specific legal advice regarding your unique situation, as the information provided here may not cover all aspects of your case.
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Unreasonable work demands
In Massachusetts, "good cause" for quitting a job includes situations where the employer makes unreasonable work demands. This could include not paying employees on schedule, paying below the minimum wage, or unsafe working conditions. For example, if an employer is consistently late in paying wages, this could be considered an unreasonable work demand and thus constitute "good cause" for quitting under Massachusetts law.
Similarly, if an employee is facing unsafe or unhealthy working conditions, this could also be considered an unreasonable work demand. This may include dangerous working conditions or equipment that could potentially harm the employee. In such cases, the employee may have a valid claim for "good cause" for quitting their job.
Additionally, an employer changing the terms of employment, such as reducing work hours or paying less than previously agreed upon, could also be considered an unreasonable work demand. For instance, if an employer suddenly decides to cut an employee's hours without just cause, this could provide "good cause" for the employee to quit and still be eligible for unemployment benefits.
It is important to note that the interpretation of "good cause" may vary depending on specific circumstances, and seeking legal advice from an unemployment lawyer is advisable to understand one's rights and options.
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Unsuitable working conditions
In Massachusetts, there are laws in place to ensure safe working conditions. For example, employers are required to provide reasonable accommodations for expectant and new mothers in the workplace. Domestic workers must be given a period of 24 consecutive hours off per week. There are also laws in place regarding minimum heating guidelines and temperatures in various types of workplaces. During the COVID-19 pandemic, there was a specific form for reporting unsafe working conditions in Massachusetts.
If an employee feels that their working conditions are unsuitable, they may be able to quit their job and still be eligible for unemployment benefits. However, this is not always the case, and it is recommended that employees seek legal advice regarding their specific situation.
It is important to note that, in Massachusetts, you may not need to prove "good cause" for leaving a job if you are exempt from the voluntary quit rules. For example, if your employer asked you to quit or if you reduced your work hours but did not leave your job, you may not need to prove "good cause".
Employees who feel they are working in unsuitable conditions should refer to Massachusetts employment laws and seek legal advice if they are considering quitting their job.
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Unfulfilled promises
In Massachusetts, an employee is entitled to Unemployment Insurance (UI) if they can prove that they had good cause to quit their job. This means that the reason for quitting was attributable to the employing unit or its agent.
It is important to note that employees are generally expected to bring issues to their employer's attention and attempt to resolve the problem before quitting. This could include using any available appeal or grievance procedures, formal or informal. However, this requirement may sometimes be met simply by bringing the problem to the attention of a supervisor.
In addition to unfulfilled promises, other examples of good cause for quitting in Massachusetts include unsafe working conditions, unlawful discrimination, sexual harassment, unreasonable work demands (such as not paying on schedule), and a significant change in job duties that makes the work unsuitable for the employee.
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Family crisis or emergency
In Massachusetts, a "good cause" for quitting a job may be due to a family crisis or emergency that occurs during work hours. This is a valid reason for leaving a job or reducing work hours.
If you need to show good cause to the Department of Transitional Assistance (DTA), you must verify the family crisis or emergency. This can be done by providing a statement detailing the situation, along with the name and contact information of someone who can corroborate the information (known as a "collateral contact").
It is important to note that you may not need to prove "good cause" if you are exempt from voluntary quit rules or if you left your job for specific reasons, such as being fired, reducing your work hours but not leaving completely, stopping self-employment, or quitting for another job that did not work out.
While quitting for "good cause" may impact your eligibility for unemployment benefits, each case is unique. Consulting with an unemployment lawyer is advisable to receive legal advice specific to your situation.
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Frequently asked questions
Not always. You don't need to prove "good cause" if you left your job because your employer fired you or asked you to quit, or if you reduced your work hours but didn't leave your job.
"Good cause" reasons might include leaving a job due to medical illness or disability, leaving a job to take care of a seriously ill family member, or leaving a job due to a lack of standard childcare during work hours.
Other "good cause" reasons might include unreasonable work demands, such as not being paid on schedule, or an employer's failure to fulfil promises made prior to hiring, such as promises of biannual raises.
If your employer asks you to violate safety regulations or work in conditions that pose a safety risk, you likely have good cause to quit. Additionally, if your employer asks you to do something that goes against your union's collective bargaining agreement, refusal to sign such a document does not constitute a voluntary quit. If your job duties change significantly and become unsuitable, you may also have good cause to quit.
