Relating to participation in reemployment services as a condition of eligibility for unemployment benefits.

Contracts

• Severance Agreements: Review standard separation agreements. Ensure clauses regarding "cooperation with unemployment claims" or "non-contestation" do not conflict with TWC mandates. You cannot contractually waive the TWC’s authority to disqualify a claimant for failure to participate in state-mandated training.

Hiring/Training

• HR & Payroll Training: Staff managing UI claims must be trained to flag claims extending beyond reasonable durations for audit.
• Protest Protocols: Update protest workflows to specifically inquire if a claimant is compliant with Section 207.021(a)(9)(B) reemployment service mandates during any dispute.

Reporting & Record-Keeping

• Separation Responses: When responding to the initial Notice of Claim, document and report any outplacement services or severance packages provided. This assists TWC in determining the claimant's "need" for services.
• Refusal of Work: Maintain precise records if a former employee refuses a recall due to "training." Only TWC-mandated services constitute a valid excuse; voluntary training does not.

Fees & Costs

• No Direct Fee Increases: There are no new administrative fees.
• Cost Mitigation: This is a cost-control measure. Successful enforcement will lower experience ratings and reduce tax liability for tax-rated employers and direct payouts for reimbursing employers.