In general, a voluntary quit means discontinuing the employment
because the employee no longer desires to remain in the relationship with the
employer from whom the employee has separated. The employer has the burden of
proving that the claimant is disqualified for benefits, but the claimant has
the initial burden to produce evidence that the claimant is not disqualified
for benefits in cases involving Iowa Code sections
96.5(1)
"a" through "i" and 96.5(10). The following
reasons for a voluntary quit are be presumed to be without good cause
attributable to the employer:
(1)
Claimant's lack of transportation to the work site unless the employer had
agreed to furnish transportation.
(2) Claimant moved to a different
locality.
(3) Claimant left to seek
other employment but did not secure employment.
(4) Claimant was absent for three days
without giving notice to employer in violation of company rule.
(5) Claimant left due to an inability to work
with other employees.
(6) Claimant
failed to return to work upon the termination of a labor dispute.
(7) Claimant left to enter military service,
either voluntarily or by conscription. While in military service such claimant
is considered to be on leave from employment. Voluntary quit in this context
will occur when upon release from military service the claimant does not return
to the claimant's employer to apply for employment within 90 days, provided the
claimant provides evidence to the employer of satisfactory completion of the
military service and further provided that the claimant is still qualified to
perform the duties of the position.
(8) Claimant left employment to accompany a
spouse to a new locality. No disqualification will be imposed when Iowa Code
section 96.5(1)
"b" is applicable.
(9) Claimant left to get married.
(10) Claimant left without notice during a
mutually agreed upon trial period of employment.
(11) Claimant left because of dissatisfaction
with the wages but knew the rate of pay when hired.
(12) Claimant becomes incarcerated.
(13) Claimant left because of lack of child
care.
(14) Claimant left because of
a dislike of the shift worked.
(15)
Claimant left to enter self-employment.
(16) Claimant left for compelling personal
reasons and the period of absence exceeded ten working days.
(17) Claimant left because of dissatisfaction
with the work environment.
(18)
Claimant left because of a personality conflict with the supervisor.
(19) Claimant left voluntarily due to family
responsibilities or serious family needs.
(20) Claimant left employment to accept
retirement when such claimant could have continued working.
(21) Claimant left to take a
vacation.
(22) Claimant left to go
to school.
(23) Claimant left
rather than perform the assigned work as instructed.
(24) Claimant left after being
reprimanded.
(25) Claimant left in
anticipation of a layoff in the near future, but work was still available at
the time claimant left.
(26)
Claimant left due to the commuting distance to the job and was aware of the
distance when hired.
(27) Claimant
left work to keep from earning enough wages during the year to adversely affect
receipt of social security.
(28)
Claimant left by refusing a transfer to another location when it was known at
the time of hire that it was customary for employees to transfer as
required.
(29) Claimant left
because claimant felt that the job performance was not to the satisfaction of
the employer provided the employer had not requested claimant leave and
continued work was available.
(30)
Claimant left because work was irregular due to weather conditions that were
not unusual in claimant's type of employment.
(31) Claimant left because of illness or
injury that was not caused or aggravated by the employment or pregnancy and
failed to:
a. Obtain the advice of a licensed
and practicing physician or physician assistant;
b. Obtain certification of release for work
from a licensed and practicing physician or physician assistant;
c. Return to the employer and offer services
upon recovery and certification for work by a licensed and practicing physician
or physician assistant; or
d. Fully
recover so that the claimant could perform all of the duties of the
job.
(32) Where claimant
maintained that the claimant left due to an illness or injury that was caused
or aggravated by the employment but the employer met its burden of proof in
establishing that the illness or injury did not exist or was not caused or
aggravated by the employment.
(33)
Where claimant gives the employer notice of an intention to resign and the
employer accepted such resignation. This rule also applies to a claimant who
was employed by an educational institution who has declined or refused to
accept a new contract or reasonable assurance of work for a successive academic
term or year and the offer of work was within the purview of the individual's
training and experience.
(34) Where
claimant gave the employer an advance notice of resignation, causing the
employer to discharge the claimant prior to the proposed date of resignation,
no disqualification shall be imposed from the last day of work until the
proposed date of resignation. Benefits will be denied effective the proposed
date of resignation.
(35) Where
claimant voluntarily
quit in advance of the announced scheduled
layoff, the
disqualification period will be from the last day worked to the date of the
scheduled
layoff.
This rule is intended to implement Iowa Code sections
96.3(3),
96.4(3), 96.4(5),
96.5(1),
96.5(3),
96.6(1),
96.6(2),
96.16, and
96.1A.
