Good Cause Reasons to Voluntarily Quit or Reduce Work Hours
You will evaluate all information provided by the person who quit or reduced his or her work hours, the employer, and any other person with relevant information (such as a co-worker) to determine if the person had a good cause reason for quitting or reducing work hours. You must excuse the client's "voluntary quit" or "reducing the work hours" when the client provides verification showing "good cause."
Good cause includes situations where the client stops working or reduces hours due to these reasons:
- Employer discrimination,
- Unreasonable work conditions (such as working without pay),
- Attending school, training program, or institution of higher at least half-time,
- Moving to another county or area to allow another household member to accept a job or enroll at least half-time in a school, training program, or institution of higher education,
- Leaving jobs that are no longer suitable employment,
- Leaving jobs where the promised hours of at least 30 hours per week or weekly earnings at least $217.50 per week did not materialize due to the employer's actions,
- Leaving jobs where there is a pattern in their occupation (such as migrant farm work, construction, etc.) where workers frequently switch employers (If the client applies for benefits in between jobs, you will consider the client as having "good cause"), and
- Circumstances beyond the person's control (such as the registrant's illness, a household member's illness that requires the registrant's care, a household emergency, a lack of transportation, and the absence of adequate child care for children 6 through 11 years of age).
Marco, aged 33, worked around 34 hours per week at a local pizza restaurant. He struggled to make ends meet, so he continuously searched for other employment opportunities. He received a job offer from a local car dealership. The recruiter promised Marco a sales position with an earnings potential of $3000 monthly based on what the "average" salesperson earns. Marco has struggled to earn that much. He did not meet his sales quota, and the dealership terminated him. He applied for SNAP benefits on 01/05/2018. The dealership terminated him 12/29/2017, and his last day of employment at the pizza restaurant was 11/10/2017. Should you disqualify Marco from SNAP for "voluntarily quitting" either of his previous jobs?
No. When Marco applies for SNAP benefits on 01/05/2018, we must evaluate his most recent 60 days of job history to see if he has "voluntarily quit." During the 60 days preceding Marco's application, he stopped working at the pizza restaurant and the car dealership. Marco, however, did not choose to leave the car dealership. He was terminated for not meeting a sales quota. You must not consider this a "voluntary quit" because he did not quit and it was not voluntary. You must similarly not apply the "voluntary quit" label to Marco's leaving the pizza restaurant. Marco's job at the car dealership offered him the probability of earnings more than the federal minimum wage times 30. This offer eliminates the possibility of considering leaving the pizza restaurant as a "voluntary quit." Marco had "good cause" to leave this employer.