Conditional job offers would not automatically bar adjuncts’ unemployment benefits

Benefit decisions would start from the assumption that covered adjunct faculty lack reasonably assured future work. This rule would cover adjunct faculty whose job offers depend on enrollment, funding, or program changes. Employers could overcome this assumption with enough documentation. Adjunct faculty would still need to meet other unemployment benefit requirements. The rule would take effect immediately if the bill becomes law.

Schools would have to give employees copies of statements sent to the state explaining why their future work is assured. This requirement would cover educational institutions that submit statements asserting employees have reasonably assured work in the next academic year or term. Failure to provide the copy on time would trigger an assumption that future work is not reasonably assured. Schools could overcome that assumption with enough documentation. Employees would have to receive copies at least 10 business days before the academic year or term ends.

State labor officials could not treat a conditional job letter alone as sufficient proof of reasonably assured future work. This rule would apply when school employees’ unemployment claims depend on whether future work is reasonably assured. Officials would weigh the whole case and give greatest weight to conditions involving enrollment, funding, and program changes. They could consider the employee’s history of being rehired. The rule would take effect immediately if the bill becomes law.