How to Apply for Ohio Unemployment

You may file a new application for Ohio unemployment benefits, or restart an existing claim, by internet or phone after you gather the necessary information.

877-644-6562
888-642-8203 for TTY service.
(During Business Hours)

http://unemployment.ohio.gov (available 24/7)

IMPORTANT UPDATES: 
Coronavirus (COVID-19)

A. Mass Layoff Number: If you are out of work due to COVID-19, you should use Mass Layoff Number #2000180 when applying for benefits. Instructions on how to use the Mass Layoff Number can be found here and an ODJFS application guide can be found here.

B. Viewing Correspondence and Determinations:  Ohio's online unemployment system continues to have problems due to the high number of new claims. People are receiving notices they they are not able to open until about seven days later. Some of these notices, such as Notices of Required Action, expire before they can ever be opened.

Determination Letters will not expire and provide for 21 days to appeal. Determinations explain whether a person is approved or denied and give reasons why. It is frustrating to see that a Determination was issued denying benefits and to be unable to open the Determination Letter to see why; however, it is best to wait until the Determination Letter can be viewed before appealing so the full reasons for the Determination can be evaluated and responded to. Deadlines should never be missed, but there should be ample opportunity to appeal after the Determination Letter can be viewed. Ohio has provided this FAQ that discusses this an other COVID-19 unemployment issues.

C. Ohio Executive Order Expanding Unemployment Benefits: The Ohio Governor issued an executive order making it easier for people affected by coronavirus to obtain unemployment benefits and there may be further changes to come. Updates regarding these changes can be found here: http://jfs.ohio.gov/ouio/CoronavirusAndUI.stm Here is what the Executive Order says for claimants:

  • Unemployed workers will include individuals requested by a medical professional, local health authority, or employer to be isolated or quarantined as a consequence of COVID-19 even if not actually diagnosed with COVID-19; and
  • Individuals totally or partially unemployed, or who are participating in the SharedWork Ohio Program will not be required to serve a waiting period before receiving unemployment insurance or SharedWork benefits; and
  • Waiver of work search requirements shall include those individuals requested by a medical professional, local health authority or employer to be isolated or quarantined as a consequence of COVID-19 even if not actually diagnosed with COV-19

D. Pandemic Unemployment Assistance (PUA) / Pandemic Emergency Unemployment Compensation (PEUC): The Coronavirus Aid, Relief, and Economic Security (CARES) Act expanded unemployment benefits. Claimants can now apply for PUA benefits here. A step-by-step guide for apply for PUA benefits can be found here. Here is a link that describes some of the PUA benefits and their status. Here is a link to guidance from the Department of Labor. The changes include:

  • Claimants can file for PUA/PEUC benefits while they have a pending application open for regular unemployment benefits. In fact, Ohio JFS recommends it.
  • Up to an additional $600 per week in benefits, which will be applied retroactively to March 29, 2020 and last through July 25, 2020. If you are receiving unemployment, you do not need need to apply separately for PUA benefits to receive this additional $600.00.
  • Extending benefits for an additional 13 weeks - Pandemic Emergency Unemployment Compensation (PEUC). Ohio provides 26 weeks, so the additional 13 weeks will provide 39 weeks of benefits. This extension lasts through December 31, 2020. Individuals who exhaust their maximum 26 weeks of regular unemployment benefits after July 1, 2019 will need to apply separately for PUA benefits to receive the 13 weeks of additional payments.  People can apply for PEUC Benefits here.
  • Expanding benefits to include part-time employees, freelancers, independent contractors, gig workers, the self-employed, and others who also do not otherwise qualify for regular unemployment benefits AND fit into one of the following categories:
  • Those unable to reach their place of employment because of quarantine
  • Those unable to reach their place of employment because they have been advised by a health care provider to self-quarantine
  • Those whose place of employment is closed because of COVID-19
  • Those who were scheduled to start work but who no longer have a job because of COVID-19
  • Those who have been diagnosed with COVID-19 or are experiencing symptoms and are seeking medical diagnosis
  • Those with a household member who has been diagnosed with COVID-19
  • Those providing care to a family or household member with COVID-19
  • Those with primary caregiving responsibilities for children or others who are unable to attend school or another facility due to COVID-19
  • Those who have quit their job as a direct result of COVID-19
  • Those who have become the breadwinner or major support for a household because the head of the household has died as a direct result of COVID-19

E. Contacting Unemployment:  Ohio Unemployment continues to be difficult, or near impossible, to reach by telephone.

For the regular unemployment system, this link provides telephone numbers to the various processing centers, which may or may not be easier to get through to than the general number. The fax number is 614-466-7449, but be sure to save a fax confirmation whenever sending anything by fax. They can also be emailed at JFS.UI_Respond@jfs.ohio.gov, though we hear they have not been responding to emails.

For the Pandemic Unemployment Assistance system, the call center number is (833) 604-0774 and the email is Progressive-PUA@jfs.ohio.gov

F. COVID-19 Weekly Claims: This is a guide to filing COVID-19 related weekly claims: https://bit.ly/2QXeRMV

G. COVID-19 Stimulus Checks: These do NOT need to be reported as earnings when filing weekly claims.

H. Monetarily Ineligible Determinations: If you received a Determination that you are monetarily ineligible after a COVID-19 layoff, you may still qualify for benefits.

  • If you applied before April 5, 2020, your base period will be from 1/1/2019 to 12/31/2019. You will be required to have 20 weeks of earnings with average earnings of $269 or more per week during this base period. If you met this requirement but were denied, contact us to discuss appeal rights. If you did not meet this requirement, please see below.
  • If you applied after April 5, 2020 your base period will be from 4/1/2019 to 3/31/2020. Therefore, if you were denied because you did not meet the minimum wage requirements from an application filed before April 5, 2020, but would meet the wage requirements from 4/1/2019 to 3/31/2020, you may want to file a new application today.
  • If you did not have 20 weeks of earnings with an average gross income of $269 or more per week during either 1/1/2019 to 12/31/2019 or 4/1/2019 to 3/31/2020, you will not qualify under the normal unemployment system. You might qualify under the new Pandemic Unemployment Assistance (PUA) program. That is a separate program through Ohio Unemployment and requires a separate application. You can apply for PUA Benefits here.

I. Families First Coronavirus Response Act - Employee Paid Leave Rights: The Families First Coronavirus Response Act created mandatory paid leave for certain employees of covered employers. These employees may qualify for these leaves if they have been quarantined, need to care for an individual who is quarantined, or need to care for a child whose school or day care is closed for reasons related to COVID-19. Further explanation of these leaves and who are covered employers can be found here. Individuals qualifying for these leaves may receive full pay or 2/3 pay.

Ohio Unemployment will often deny a claimant benefits if they are eligible for leave from their employer. As a result, individuals eligible for these leaves should apply for them and, if denied, save documentation of that denial if they also apply for unemployment.

J. Penalty Weeks: Some people have seen their benefits withheld due to penalty weeks still owing from a prior claim. They wonder whether there is an exception that would allow them to collect benefits during this time of COVID-19 even though they still have penalty weeks to serve. ODJFS has indicated that people with penalty weeks can still qualify for PUA benefits, but as of today the systems have not been allowing them to apply. This is an issue to continue to watch closely.

K. When Your Employer Asks You to Return to Work But it is Not Safe or You Are at High Risk: On June 16, 2020, Governor Dewine signed Executive Order 2020-24D, which makes it easier for people to turn down offers to return to work due to being at high risk, and yet still collect unemployment. Here is the pertinent text of that order:

When an employee is called back to work in the same position as prior to the Director of Health's special orders, there is a presumption that the position is considered "suitable work" under the Ohio Unemployment Insurance program. Individuals who refuse to return to work without good cause in order to obtain additional unemployment benefits may have their eligibility negatively impacted. During the period of the COVID-19 state of emergency, the following constitutes "good cause" for refusing suitable work:
  1. A medical professional' s recommendation that an individual not return to work because he/she falls into a category that is considered "high risk" for contracting COVID-19 by the Centers for Disease Control and Prevention and the employer cannot offer teleworking options; or
  2. The employee is sixty-five years of age or older; or
  3. Tangible evidence of a health and safety violation by the employer that does not allow the employee to practice social distancing, hygiene, and wearing protective equipment; or
  4. Potential exposure· to COVID-19 and subject to a prescribed quarantine period by a medical or health professional; or
  5. Staying home to care for a family member who is suffering from COVID-19 or subject to a prescribed quarantine period by a medical or health professional.

CDC information about high risk categories can be found here.

K. Failing to Follow Safety Requirements? It is true that an employee can have just cause to resign if their employer failed  to  provide  proper safety  measures  required by law. You can find Ohio's COVID-19 related requirements for employers who are reopening here. #3 of Executive Order 2020-24D may also be helpful, as it allows a person to turn down a job there is, "Tangible evidence of a health and safety violation by the employer that does not allow the employee to practice social distancing, hygiene, and wearing protective equipment."

If an employee has safety concerns, they should communicate those concerns to their employer, describe how the employer is not complying with safety measures required by law, take the concerns up the chain of command if a resolution is not obtained, and give the employer an adequate opportunity to resolve the issues. Whenever possible, these communications should be done in writing and saved to be able to show Unemployment.That writing can be emails, letters or even text messages with screenshots of the messages saved. It may also help to also report the concerns to the local health department.

L. Do You Need an Attorney? We provide free telephone consultations to review this very question. Most times we are able to help and answer questions without the need of hiring an attorney. It is very important to contact an attorney when a case involves appeals. The first appeal step is done in writing and important for getting benefits started quickly. We cannot help with that first appeal step if we are contacted after it has already been filed, so contact us before you file the appeal. The second appeal step involves a telephone hearing is is usually both the best and last real opportunity to obtain a win. There is very little you or an attorney can do after the hearing, so be sure to contact an attorney before the hearing. We will talk about your case, offer free guidance, and if appropriate talk about legal representation with a contingency fee where we get paid only when we obtain a win for you.

What You Need to Know to File For Ohio Unemployment

When Should You Apply for Unemployment?

File for unemployment as soon as you become unemployed.  This is true even if you are subject to a waiting week or receiving severance pay from your employer.

In What State Should You Apply?

If you live in Ohio and had earnings during your base period in Ohio, you can file in Ohio.  If you live in Ohio but had no earnings during your base period in Ohio, you should file in a state where you had earnings.

What Information Will You Need?

The following is a checklist of information to gather to make your application:

Mass Layoff Number: If you are out of work due to COVID-19, you should use Mass Layoff Number #2000180 when applying for benefits. Instructions on how to use the Mass Layoff Number can be found here.

Are You Eligible for Unemployment?

NOTE: Pandemic Unemployment Assistance (PUA) provides a temporary expansion of unemployment eligibility, although this will be a separate application process.

You must be totally or partially unemployed.

Totally unemployed means you performed no service for your employer, and no earnings or income are payable to you during the week you apply for benefits, you are totally unemployed.

Partially unemployed means your hours were reduced from full-time and your earnings are less than what your weekly unemployment benefit amount would be.

You must have become unemployed through no fault of your own as defined by law.

This can include a variety of circumstances, and you may be eligible if you are unemployed due to a lack of work (e.g., job abolished, business closed, etc…); because you were terminated (fired) without just cause; because you resigned (quit) with just cause; or are kept from working due to a lockout during a labor dispute.  Other factors, such as whether you were a teacher or engaged in seasonal employment can also impact this determination.  If you find your claim becomes denied, remember to contact an experienced unemployment attorney.

You must have at least 20 weeks of covered employment during your base period.

Covered employment.  The vast majority of employers are subject to unemployment and therefore your work for them is covered employment.  There are some exceptions, however, such as working for religious organizations.

Base Period.  Your base period may be either your Regular Base Period or your Alternate Base Period. This gets complicated to explain, but the following chart simplifies the periods.  The Regular Base Period is the first four of the last five completed calendar quarters, and the Alternate Base Period is the last four completed calendar quarters before your claim begins.  First look to your Regular Base Period, and if you do not qualify then look at the Alternate Base Period.

Regular Base Period

If Claim Begins Between:
4/1/2018 through 3/31/2019
7/1/2019 through 6/30/2020
4/1/2019 through 3/31/2020
1/1/2019 through 12/31/2019
10/1/2018 through 9/30/2019
7/1/2018 through 6/30/2019
Regular Base Period Is:
7/7/2019 through 10/5/2019
10/6/2019 through 1/4/2020
7/5/2020 through 10/3/2020
10/4/2020 through 1/2/2021
4/5/2020 through 7/4/2020
1/5/2020 through 4/4/2020

Alternate Base Period

If Claim Begins Between:
7/1/2018 through 6/30/2019
10/1/2019 through 9/30/2020
7/1/2019 through 6/30/2020
4/1/2019 through 3/31/2020
1/1/2019 through 12/31/2019
10/1/2018 through 9/30/2019
Alternate Base Period Is:
7/7/2019 through 10/5/2019
10/6/2019 through 1/4/2020
7/5/2020 through 10/3/2020
10/4/2020 through 1/2/2021
4/5/2020 through 7/4/2020
1/5/2020 through 4/4/2020

For claims filed in 2020, you must have average gross (before taxes and deductions) weekly earnings of at least $269 during your base period.

To determine your average gross weekly earnings, take earnings during your base period and divide it by the number of qualifying weeks.  For example, if you earned $12,500 during your base period, and you had 25 qualifying weeks, your average weekly earnings would be $500 ($12,500 in earnings ÷ 25 qualifying weeks = $500 average weekly earnings)

How Much Will You Recieve?

Weekly benefit amounts are 1/2 of your average weekly earnings during your base period, up to a cap that is determined by the number of your dependents.

NOTE: Pandemic Unemployment Assistance (PUA) provides for a temporary addition to benefits, up to $600.00 per week, from March 29, 2020 through July 25, 2020.

2020 Maximum Limits

Dependents:
$480
$647
$582
Maximum Limits:
0
1 or 2
3 or more

As an example, if your average weekly earnings were $1,200.00

1/2 Weekly Income = $600.00

If 0 Dependents, benefits capped at $480

If 1 or 2 Dependents, benefits capped at $582

If 3 or more Dependents, cap of $647 is more than 1/2 income, so weekly benefits will be 1/2 income of $600.00

ODJFS has provided the following documents that provide more information:
https://unemployment.ohio.gov/PDF/HowOhioUCBenefitsAreCalculated.pdf
https://unemployment.ohio.gov/PDF/Benefits_Estimator.pdf

How Long Will You Receive Benefits?

Unemployment benefits continue up to a maximum of between 20 and 26 weeks, depending on the number of your qualifying weeks in your base period.  This can be, and has been, extended during times of economic hardship.

NOTE: Pandemic Unemployment Assistance (PUA) provides an additional 13 weeks that lasts through December 31, 2020.

To maintain your benefits during this time, there are certain registration requirements, and you must file weekly claims to show unemployment that you are (a) able to work; (b) available for work; and (c) actively seeking work.

Pay Attention To and Follow Deadlines

When ODJFS requests information, or you have the right to appeal, the notices will contain a deadline.  The penalty for failing to respond timely may be a complete denial of your benefits.  Take these deadlines seriously and do not miss any.

File Weekly Claims Timely

If you file weekly claims late, even during the appeal process, you may forever lose eligibility for that week.  If the online system does not accept your claim, pick up the phone to call ODJFS to find out why and insist they take your claims.

Deductible Income

Your unemployment benefit MAY be reduced by the following types of deductible income:  Severance pay, Vacation pay, Pensions, Company buy-out plans, and Workers' Compensation.  On the other hand, your benefit should not be reduced by these forms of income:  Social Security, Supplemental unemployment benefits (S.U.B.), US national guard/armed forces reserve pay for scheduled drills, Interest dividends, rental income.

You may earn up to 20% of your weekly benefit amount without any deduction.  After that 20%, your weekly benefit amount will be reduced by what you earn.  For example, if your weekly benefit amount is $400, you may earn 20% of $400 ($80) without any impact to your weekly benefit amount.  However, you must report any earnings.

As an example, if your weekly benefit amount is $400, and you earn $300 during a week, your weekly benefit amount for that week will be $180.00.

Exemption Amount:
$400.00 (weekly benefit amount)
x 20%
= $80.00 (exemption)

Deductible Income:
$300 (earnings)
- $80.00 (exemption)
= $220.00 (deductible income)

Benefit payment:  
$400 (weekly benefit)
- $220 (deductible income)
= $180.00 (benefit payment)

Improve Your Chance to Obtain Benefits

The unemployment benefit appeal process does provide opportunities to obtain a determination in your favor, but you must have knowledge of the laws, the rules, and have the required tools to obtain and present evidence on your behalf.

The fact is, ODJFS does not operate based on what you know to be true, unless that truth can be shown to them, proven to them, and explained in a way that they can understand that Ohio statutes and rules require them to give you benefits.

The Ohio Unemployment Lawyers at Smith's Law Offices have the expertise and experience to navigate through the Unemployment Appeal process and to present the best case possible to obtain the benefits you deserve.   It is a simple decision: If you want to increase your chances of obtaining benefits, take advantage of a free consultation with the Ohio Unemployment Lawyers at Smith's Law Offices.

No Fees Until You Win

Smith's Law Offices offers Free Initial Consultations. We additionally offer contingency agreements whenever possible, with no up-front fee.

We collect a fee ONLY if we are successful in obtaining your unemployment benefits for you.

You have nothing to risk or lose by calling Smith's Law Offices for your free consultation, so call us today before any of your unemployment appeal rights are lost. Whether you just received an unemployment denial and need to appeal or are about to have an unemployment hearing, we can help.

Statewide Representation

Because unemployment determinations are appealed in writing, and the hearings are conducted by telephone, Smith's Law Offices successfully represents clients throughout the State of Ohio.

Recent Cases/News

Unemployment Back Payments Won:
Our client was terminated after the employer alleged that the employees she supervised complained. We put forth evidence that showed the employees were merely upset for being instructed to do their work and, if the employer disliked our client's management style it should have provided a warning or training before terminating her. As a result, she won her hearing and as approved for unemployment benefits.
  
Unemployment Appeal Won
July 6, 2020
Just Cause to Resign From Employer Who Refused to Provide COVID-19 Protective Equipment:
Our client found her employer refused to provide protective equipment for COVID-19 and refused to follow safety precautions, even after she asked them to follow proper protocols. As a result, she resigned. After initially being denied unemployment compensation, we persuaded a hearing officer that this satisfied just cause to resign. Our client was approved for her unemployment and provided backpayments.
  
Unemployment Appeal Won
June 30, 2020
Employee Terminated Without Just Cause - Benefits Paid:
Our client was terminated after an accusation of harassing a co-worker; however, we showed the Hearing Officer that the employer lacked any proof of wrongdoing or prior discipline. Therefore, the Hearing Officer agreed that the termination was without just cause and our client was approved for unemployment with back-pay.
  
Unemployment Appeal Won
June 17, 2020
No Just Cause to Terminate For Leaving the State During COVID-19:
Our client went to New York for a personal matter; however, while he was gone his employer implemented a policy prohibiting leaving the state during COVID-19. In turn, it terminated our client when he returned to work. The Hearing Officer agreed that there was no just cause to terminate him because (a) the policy was issued while he was already out of the state; and (b) the employer was aware that he had left the state. His unemployment was approved.
  
Unemployment Appeal Won
June 12, 2020
Employer Lacked Just Cause To Terminate for Facebook Post:
After an employer informed our client of a demotion, she put a post on Facebook that hard work and loyalty meant nothing, but she did not mention her employer or indicate that she was talking about work. The employer jumped to its own conclusions about the post and terminated her. The Hearing Officer agreed with us, that the post did not violated the employer's social networking policy and did not constitute misconduct. As a result, our client was approved for unemployment, including back-pay for the weeks it had initially been denied.
  
Unemployment Appeal Won
May 29, 2020
Unemployment Benefits Won:
Our client was a supervisor. One of the people he supervised became upset with him due to a disciplinary warning and to retaliate, she claimed he had threatened her. It was confirmed that this was not true and our client told the other employee that he did not appreciate her telling a lie about him. The employer terminated our client. During a hearing, we showed unemployment that the accusation did not support just cause for termination and the Hearing Officer ruled in our favor.
  
Unemployment Appeal Won
April 22, 2020
Unemployment Appeal Won With Backpay:
After our client was terminated for moving seats during a meeting because a co-worker's perfume was aggravating her respiratory condition, ODJFS denied her unemployment benefits repeatedly. We appealed, showed the Hearing Officer how ridiculous the termination was, and obtained a decision awarding our client eligibility and a back-payment for the weeks ODJFS should have been providing benefits.
  
Unemployment Appeal Won
April 10, 2020
Employee Terminated Without Just Cause:
Our client was terminated after an allegation that he falsified time sheets. However, we presented a case to the Hearing Officer that showed the employer's records were unreliable and could not support a termination with just cause. The Hearing Officer agreed, approving our client for unemployment compensation with back-payments.
  
Unemployment Appeal Won
March 18, 2020
Employer Lacks Just Cause to Terminate Employee For Walking Away From Manager's Threatening Behavior:
Our client was questioned by her employer about an accusation, during which a manager raised his voice. Our client started to leave the manager's office when she was told they would consider her to have resigned if she left. She returned to the office, only to have the manager increase his attack, yelling and pounding his fist on his desk. Our client left the office again and returned to her work duties when the employer told her to leave. Despite the employer claiming our client resigned, we showed the hearing officer that she was terminated without just cause and her benefits were approved.
  
Unemployment Appeal Won
January 24, 2020
Employer Lacked Just Cause to Terminate Probationary Employee:
Our client was terminated for an allegation that he failed to report an auto accident. We showed that he was not at fault for the accident, did not initially observe any damage, and that he called the accident in within minutes. Even though our client was a probationary employee, the Hearing Officer agreed that the employer lacked just cause to terminate in these circumstances. Our client was approved for unemployment and issued a backpayment.
  
Unemployment Appeal Won
December 18, 2019
Employee Unjustly Terminated:
Our client was one of several staff that went with students to a field trip. One of the students walked away from the group and the employer terminated our client as a result. We showed that our client was not assigned to supervise this student. The employer's reliance on self-serving written statements of other staff on the trip was found to be in error as the statements were not credible when countered by our client's credible testimony given under oath. As a result, our client was approved for benefits and received a backpayment.
  
Unemployment Appeal Won
December 17, 2019
Improperly Classified as an Independent Contractor:
Our client accepted a job offer only to find out that the employer planned to classify him as an Independent Contractor. Independent contractors are generally paid with an 1099 without taxes being withheld and they are not eligible for unemployment compensation. However, there are rules and tests to determine whether a person should be classified as an employee or independent contractor. In this case, we showed that the employer improperly classified our client and, as a result, he was eligible for unemployment compensation.
  
Unemployment Appeal Won
December 12, 2019
Unemployment Benefits Approved - Employer Lacked Just Cause for Termination:
Our client was a manager who was terminated because she was accused of giving discipline to a staff member in front of other employees and because the employer believed she had not met her goals under a performance plan. The employer failed to present any witness regarding the discipline given to the other employee and our client credibly testified that she gave the discipline in an office with the door closed. With regard to the performance plan, the Employer agreed that our client's goals and expectations had been changed and she still had another month left to meet the revised goals. As a result, the Hearing Officer agreed that the employer lacked just cause to terminate.
  
Unemployment Appeal Won
December 11, 2019
Credible Testimony Leads to Approved Unemployment:
Our client was terminated, despite having no prior discipline, after an allegation that she failed to pass a test at work. Through preparation and presentation of her case, we presented credible evidence that she did pass the test. The Hearing Officer agreed and approved her unemployment compensation.
  
Unemployment Appeal Won
November 27, 2019
Progressive Discipline Matters:
An employer terminated our client for making an error on her time sheet even though she had no prior discipline. The Hearing Officer agreed that the error was not intentional and the employer lacked just cause to terminate an employee for a single incident with no prior discipline.
  
Unemployment Appeal Won
November 27, 2019
Employer's Faulty Investigation Leads to Approved Benefits:
Our client was terminated for an allegation of falsifying her time card, but when she was terminated the employer failed to allow her to fully respond or to get her phone that she asserted had proof that the allegation was untrue. The employer then proceeded with the hearing offering conclusory assertions without any evidence to support its claim. As a result, the Hearing Officer agreed that the employer lacked sufficient just cause at the time of the termination, and the benefits were approved.
  
Unemployment Appeal Won
November 21, 2019
No Just Cause to Terminate for Sales Goals:
Our client was terminated for failing to meet sales goals after being placed on a performance improvement plan. We were able to show the hearing officer that the goals were aspirational and not requirements of the job, that the goals and the job had changed, that our client had received a positive performance review, and that another sales person who did not meet their "goals" was not disciplined. The Hearing Officer agreed that the termination was without just cause and that our client was eligible for unemployment compensation.
  
Unemployment Appeal Won
November 13, 2019
No Just Cause to Terminate Employee Without Prior Discipline:
The employer terminated our client even though she had not received any prior discipline or notice that her job was in jeopardy. The Hearing Officer agreed with us that the employer had not shown that our client purposely broke any rules or policies, that she was insubordinate in any way, or that she was subject to discharge for any reason. As a result, our appeal was granted and our client was approved for benefits.
  
Unemployment Appeal Won
October 16, 2019
Employer Lacked Just Cause When Spouse Called Off for Husband:
Our client's wife notified the employer that her husband would not be able to work due to a medical reasons. The employer responded by terminating our client claiming he no-call/no-showed. The Hearing Officer agreed that the absence was beyond our client's control and the employer received adequate notice due to the circumstances. Our client's unemployment compensation claim was approved and he was granted back-pay.
  
Unemployment Appeal Won
October 10, 2019
Discharge for Bona Fide Medical Reason is Without Just Cause:
Our client had several absences from work, exceeding the employer's attendance policy. However, the absences were due to a bona fide medication reasons. The Hearing Officer agreed that an employer lacks just cause to terminate for absences due to bona fide medical reasons, and as a result our client was approved for unemployment and granted back-payments.
  
Unemployment Appeal Won
October 4, 2019
No Just Cause to Terminate For Absences Related to Medical Issues:
The employer terminated our client for violating their attendance policy; however, the Hearing Officer agreed that terminations are without just cause when the absences are due to a bona fide medical issue. As a result, we won the unemployment hearing.
  
Unemployment Appeal Won
September 19, 2019
Unemployment Appeal Won:
The employer discovered two incidents of paperwork being altered or incorrect and it terminated our client as a result. We showed the hearing officer that our client had not engaged in the alleged misconduct and as a result her unemployment benefits were approved.
  
Unemployment Appeal Won
September 10, 2019
Cut in Hours Justified Resignation:
The Hearing Officer agreed with us that our client had just cause to resign from his position when it was shown that he was hired for a full-time position but only allowed to work two days per week. Back payments to our client were approved.
  
Unemployment Appeal Won
August 15, 2019
Unemployment Approved For Employee Who Employer Erroneously Classified as an Independent Contractor:
The employer failed with pay unemployment taxes for our client by claiming they were an independent contractor. We showed during the hearing that there was not a contract for a certain piece of work at a fixed price, the claimant did not have the right to employ assistants, there was no obligation to supply necessary tools or supplies, claimant did not have the right to control the progress of the work, she was required to work set hours, she was paid on a regular weekly basis, and she was not reimbursed for expenses. As a result, the Hearing Officer agreed that our client was actually an employee and she had just cause to resign when the employer cut her pay in half.
  
Unemployment Appeal Won
August 15, 2019
Unemployment Approved When Employee Resigns Because Employer Fails to Pay Rate Agreed to in Interview:
During our client's interview, they were told that they would earn $12.00 an hour and work full-time; however, when they arrived for the orientation they were told that they would receive less than $9.00 an hour and work part-time. They found themselves denied unemployment when they resigned, but the Hearing Officer agreed with us that there was just cause to resign and their benefits were approved with a back-payment.
  
Unemployment Appeal Won
July 22, 2019
Unemployment Benefits Approved:
The employee was terminated for allegedly falsifying call records; however, the hearing officer agreed that the employer's choice to skip all of its progressive discipline steps violated just cause and therefore unemployment benefits were approved.
  
Unemployment Appeal Won
May 28, 2019
No Just Cause to Terminate Employee Who Wanted Shift Change:
After our client asked to switch a a different shift, the employer determined there were no openings on other shifts and terminated our client. While the employer maintained that our client quit, the hearing officer agreed that this was a termination and the employer lacked just cause. We were able to obtain a decision approving our client's unemployment claim with back-payments.
  
Unemployment Appeal Won
April 12, 2019
No Just Cause to Terminate for Insubordination:
The employer called a meeting with our client, started to argue with him, and then terminated him without giving a reason. The employer then claimed it had several reasons to terminate including insubordination during the final meeting. We showed, however, that the employer lacked evidence to support any of its allegations. Further, an employer should be limited to the reason it gave at the time of the termination and, in this case, the employer did not provide any reason. Therefore, it lacked just cause to terminate.
  
Unemployment Appeal Won
April 9, 2019
Our Client Was Attacked After an OSU Football Game Wager, Terminated and Denied Unemployment - Until We Won His Hearing For Him:
Our client and co-worker placed a wager on an OSU football game and when our client asked the co-worker to pay what was still due from the wager, the co-worker rushed him and put him in a headlock until other employees removed him. The Hearing Officer agreed that the employer lacked just cause to terminate our client who was the victim in the altercation.
  
Unemployment Appeal Won
April 8, 2019
Postal Service Employee Approved:
Our client accepted a temporary position from the U.S. Postal Service through the holidays. After the temporary position came to an end, he reapplied for unemployment but was denied. After a hearing, we obtained a decision approving his unemployment claim and back-pay.
  
Unemployment Appeal Won
April 4, 2019
Termination During Performance Improvement Plan is Without Just Cause:
While the employer argued that it had just cause to terminate our client during a Performance Improvement Plan, we showed that the employer had not given our employee till the end of the PIP to meet his goals and nothing else occurred during the PIP that justified termination.
  
Unemployment Appeal Won
April 2, 2019
Student Approved for Unemployment:
Although our client was initially denied unemployment because ODJFS claimed she was ineligible due to (a) a disqualifying separation and (b) because she was going to school, we prevailed at her hearing. The Hearing Officer agreed that (a) the employer lacked just cause to terminate her and (b) the schooling did not disqualify her because she was attending school before she was terminated.
  
Unemployment Appeal Won
March 27, 2019
Eligible For Unemployment - Medically Able to Work:
After our client was denied unemployment due to an allegation that she was not medically able to work, we researched her case and gathered medical documentation for the hearing officer. That hearing officer agreed that she was able to work and approved her claim for unemployment benefits.
  
Unemployment Appeal Won
February 27, 2019
Fired for Asking, "Are you calling me a liar?"
The employer met with our client on two occasions, made allegations about his work performance and our client answered the allegations. When the employer did not seem to believe our client, he asked, "Are you calling me a liar?" The employer claimed this was insubordination and terminated him. The Hearing Officer agreed that this did not rise to the level of insubordination and did not warrant termination.
  
Unemployment Appeal Won.
February 21, 2019
Unemployment Approved After Employer Changes Duties and Schedule:
The Employer changed our client's job duties, cut their full-time job down to 16 hours per week, and would not confirm the new rate of pay. The Hearing Officer agreed that our client was involuntarily unemployed through no fault of her own and she was not required to accept the new position because the reduction in hours/pay made it not suitable.
  
Unemployment Appeal Won.
February 19, 2019
Employer Lacked Just Cause to Terminate:
The employer claimed our client did not call in for three absences and that she was not medically able to work. We showed that our client did call in for each absence and, although with some medical restrictions, was able to work. The Hearing Officer agreed.
  
Unemployment Appeal Won
February 11, 2019
Cafe Lacks Just Cause to Terminate Server:
After a telephone hearing, the Hearing Officer agreed with our client that they did not engage in misconduct to justify their termination.
  
Unemployment Appeal Won
February 8, 2019
Offer of Reduced Hours and Split Shift is Not an Offer of Suitable Work:
Our client worked full-time, was laid off, and then offered a position at about half the hours and split - with a couple hours in the morning and a couple hours in the afternoon. The Hearing Officer agreed that this was not an offer of suitable work that our client was required to accept, and thus his application for unemployment compensation was approved.
  
Unemployment Appeal Won
January 18, 2019
Poor Judgement May Not Be Sufficient Fault or Misconduct to Justify Termination:
The Hearing Officer agreed that our client may have taken an act at work that demonstrated poor judgement, it was not an act that demonstrated a disregard of the employer's interests or of sufficient fault/misconduct to justify termination. The employer's delay of three months to terminate the employee after the act was also a factor leading to the hearing officer approving unemployment compensation.
  
Unemployment Appeal Won
December 7, 2018
Calling a co-worker a Peppa Pig Does Not Give Just Cause to Terminate:
Our client and a co-worker were having an argument during which the co-worker was called a Peppa Pig. The Hearing officer agreed that there was not sufficient fault or misconduct to justify termination.
  
Unemployment Appeal Won
December 4, 2018
Unemployment approved after resignation due to physical limitations:
Our client took a job while unemployed that was physically demanding. When the job turned out to be too much for him, he attempted to move to another position at the employer but was unable. The Hearing Officer agreed that this was just cause to resign.
  
Unemployment Appeal Won
November 20, 2018
Employer lacked just cause to terminate for performance issues:
We showed that the employer failed to make its performance expectations known at time of hire and that the employee met the expectations.
  
Unemployment Appeal Won
November 16, 2018
Employee was not insubordinate:
A second shift lead told our client, who worked on third shift, to complete a task but the third shift lead gave different instructions. The Hearing Officer agreed that the employer lacked just cause to terminate for insubordination because our client was correct in following the directions of his immediate lead.
  
Unemployment Appeal Won
November 5, 2018
No just cause to terminate for owning a side business:
Employer who terminated our client for a perceived conflict from owning a side business lacked just cause because there was insufficient evidence of a real conflict of interest.
  
Unemployment Appeal Won
November 5, 2018
Employer lacked credibility:
After prepping our client for the telephone hearing and cross-examining the employer’s witnesses, the hearing officer concluded that our client was more credible and the employer’s claims that it gave prior warnings for performance issues was unsupported.
  
Unemployment Appeal Won
October 26, 2018
Expectations must be known at time of hire:
The employer subjected our client to tests during orientation and then terminated her when she did not pass one. The Hearing Officer agreed that, because the employer did not inform her before she was hired that she would have to pass the tests, it did not have just cause to terminate her when she was unable to pass one.
  
Unemployment Appeal Won
October 18, 2018
No just cause to terminate employee who refused work for medical reasons:
When our client was placed indefinitely in a position that caused him pain due to a medical condition, and as a result he called off until he was placed in another position, the employer terminated him. The Hearing Officer agreed that the employer lacked just cause and approved our client for benefits.
  
Unemployment Appeal Won
October 18, 2018
Members of LLC’s Filing as a C-Corp and paid a salary are eligible:
Our client had been denied benefits because he was not only a salaried employee, but also a member of an LLC filing as a C-Corp. The Hearing Officer agreed that, regardless of being a part owner, he was eligible for benefits.
  
Unemployment Appeal Won
October 17, 2018
Truck driver who worked primarily in Ohio for company located in a different state is eligible:
A company paid unemployment taxes to another state for an employee who lived in and worked primarily in Ohio. The Hearing Officer agreed that he was eligible for Ohio Unemployment Compensation.
  
Unemployment Appeal Won
October 10, 2018
Complaining about a failure to give a raise is not just cause to terminate:
Employer lacked just cause to terminate an employee for repeatedly raising his concerns that he was not paid a raise he was promised and for an unsubstantiated complaint.
  
Unemployment Appeal Won
September 24, 2018
Employer effectively terminates employee without just cause, even though the words, "You are fired-" were not used:
The employer told our client that he did not "give a f*** about" her, that he had, "no use for her anymore," that her "career was on the line" and that she had until the end of the day to "prove her worth" to him at which point he hung up the phone- cut off her access to the company's database and her company cell phone was deactivated. The Hearing Officer agreed that this was effectively a termination and the employer lacked just cause.
  
Unemployment Appeal Won
August 30, 2018
When you call off and send an email, it is not a no-call/no-show:
Although our client attempted to call off but could not leave a message and sent an email to human resources reporting off, the employer terminated him for a no-call/no-show. The hearing officer agreed that this was not a no-call/no-show.
  
Unemployment Appeal Won
August 27, 2018
Employer Lacked Just Cause to Terminate:
Employer failed to present sufficient evidence to support its claim that it had just cause to terminate an employee for failing to inspect a part.
  
Unemployment Appeal Won
August 24, 2018
US Postal Service Lacked Just Cause to Terminate:
The Hearing Officer agreed that the employer lacked just cause to terminate our client for leaving his vehicle running while he was inside a postal facility gathering mail for his route.
  
Unemployment Appeal Won
August 15, 2018
No just cause to terminate for a providing insufficient sample for drug test:
The employer had a policy that required random testing during work hours. Our client was selected, scheduled to take a test within a half-hour of her shift ending, provided a sample that was insufficient, and had to leave due to prior commitments. In this case, the Hearing Officer agreed that the policy was not applied reasonably and therefore the employer lacked just cause to terminate.
  
Unemployment Appeal Won
August 9, 2018
Employer lacked just cause to terminate an employee who was attacked by a co-worker:
The Hearing Officer agreed that our client who was attacked by a co-worker did not instigate the altercation and merely protected herself.
  
Unemployment Appeal Won
August 8, 2018
Employers should follow their own discipline policies:
The Hearing Officer agreed that an employer who skipped steps in its progressive discipline policy did not have just cause to terminate our client.
  
Unemployment Appeal Won
July 30, 2018
Absences due to circumstances beyond employee's control are not just cause for termination:
The Hearing Officer agreed that an employee's absences due to his ailing wife or because of his own illness were circumstances beyond the employee's control and did not give the employer just cause to terminate.
  
Unemployment Appeal Won
July 13, 2018
Employer lacked just cause to terminate for sleeping on the job and for excessive use of his cell phone:
The Hearing Officer concluded that the employer failed to provide sufficient evidence that it followed its progressive discipline policy and that the employee actually violated a policy.
  
Unemployment Appeal Won
July 12, 2018
Hearsay and unsubstantiated testimony and evidence insufficient:
The Hearing Officer agreed that the employer failed to present sufficient evidence of misconduct in light of the employee's credible testimony denying misconduct.
  
Unemployment Appeal Won
June 6, 2018
Employer did not have just cause to terminate employee who it failed to train and failed to provide notice of performance issues:
The employer hired our client but failed to provide any training for how to do their job and failed to provide timely notice of their mistakes until they were terminated. The Hearing Officer agreed that they lacked just cause to terminate.
  
Unemployment Appeal Won
June 5, 2018
Employee who was terminated after they gave a resignation notice is approved:
The Employee resigned with a two-day notice, the employer sent the employee home and did not pay them for the remaining two days. The Hearing Officer agreed that this should be looked at as a termination rather than a resignation, and there was not just cause to terminate.
  
Unemployment Appeal Won
May 14, 2018
Hearsay evidence and unsubstantiated evidence insufficient to prove just case:
Attending the hearing fully prepared- we persuaded the hearing officer that the employer's reliance on hearsay and unsubstantiated evidence of our client being insubordinate was insufficient, especially in light of our client's credible testimony.
  
Unemployment Appeal Won
May 10, 2018
Employer cannot force employee into position they can not medically do:
The employer first cut our client's hours and then- despite our client's medical restrictions, attempted to force her into a position she was unable to work. The Hearing Officer agreed that the employer did not have just cause to terminate her for being unable to complete the work.
  
Unemployment Appeal Won
May 1, 2018
Employee had good cause to turn down work:
An employer terminated our client- then offered her a job at half the pay. Although her benefits were initially denied- we were able to persuade the Hearing Officer that the work offered was not suitable and that she had good cause to turn it down.
  
Unemployment Appeal Won
April 25, 2018
Employee nurse has just cause to quit for being required to perform duties beyond her expertise:
The Hearing Officer agreed that the nurse had just cause to quit, because the employer's decision to require her to perform duties beyond her expertise put her license and the possible well-being of the patients at risk.
  
Unemployment Appeal Won
April 16, 2018
Employer failed to show that our client was at fault for an alleged argument:
Although the employer claimed it terminated our client for shouting at a supervisor, our client's testimony was more credible and the employer failed to show our client was at fault for any alleged argument about its own failure to provide sufficient parts.
  
Unemployment Appeal Won
April 2, 2018
Absences for claimant's own illness and to care for ill family members does not give just cause to terminate:
The Hearing Officer agreed that the employer lacked just cause to terminate our client who had absences due to her own illness and that of her daughter and husband, and therefore approved her benefits.
  
Unemployment Appeal Won
March 29, 2018
Employer lacked just cause to terminate an employee when he attempted to return from a medical leave of absence:
Our client attempted to return to work after a medical leave of absence only to find that the employer had laid off much of its workforce and refused to return his calls. The Hearing Officer agreed that the employer lacked just cause to terminate and approved his benefits.
  
Unemployment Appeal Won
March 27, 2018
No just cause to terminate for being rude to a co-worker:
The Hearing Officer agreed that our client- who had no prior discipline, was terminated without just cause for an allegation of being rude to a co-worker. In part due to our preparation, the Hearing Officer concluded that our client's testimony was more credible than her employers.
  
Unemployment Appeal Won
March 22, 2018
Holding a real estate license does not disqualify unemployment eligibility:
Our client worked full time and held a real estate license. He was initially denied unemployment when he lost his full-time job because his real estate license with held with a broker. The Hearing Officer reversed, finding that just because a real estate broker held the license, this did not create an employment relationship.
  
Unemployment Appeal Won
March 19, 2018
Employer lacked just cause to terminate for a no-call/no-show:
The Hearing Officer did not agree with the employer that it had just cause to terminate for a no-call/no-show when the employee did call off to co-workers due to a bona fide medical illness.
  
Unemployment Appeal Won
March 7, 2018
Employer lacked just cause to terminate employee when customers were happy with employee's performance:
The hearing officer was persuaded- in part due to statements from customers that they were happy with our client's performance, that the employer lacked just cause to terminate for failing to meet performance expectations.
  
Unemployment Appeal Won
March 7, 2018
Employer lacked just cause to terminate employee for failing to meet expectations it did not explain:
When the employer promoted our client, it failed to explain the expectations of the new job and, therefore, lacked just cause to terminate the employee for failing to meet the unspoken expectations.
  
Unemployment Appeal Won
March 6, 2018
Moving to a closer seat during a meeting is not violent behavior:
Employer alleged that our client made them feel intimidate, although it presented evidence of what our client did other that to move to a closer seat during a meeting. The employer lacked just cause to terminate.
  
Unemployment Appeal Won
March 1, 2018
Termination for being on worker's comp. leave without a release to return to work lacks just cause:
Our client was off of work on a worker's compensation leave- having been examined by the employe's doctor and not given a release to return to work. The employer lacked just cause to terminate the employee for being absent without authorization.
  
Unemployment Appeal Won
February 26, 2018
Termination for failing to meet substantially changed duties lacks just cause:
The employer gave our client new duties to complete and then terminate our client for failing to complete those duties adequately. Because there had been a substantial change in the requirements for the position, the employer lacked just cause to terminate.
  
Unemployment Appeal Won
February 26, 2018
Termination for doing what you are told is without just cause:
Our client was sent to observe another employee- found the employee dressed inappropriately- took a photo that she shared with her supervisor, and was then terminated for taking the photo. The Hearing Officer agreed that this was not just cause for termination.
  
Unemployment Appeal Won
February 22, 2018
Employer mistakenly believed employee was taking extended breaks:
We persuaded the Hearing Officer that the employer was mistaken when it accused our client of taking extended breaks and as a result it was held that the employer lacked just cause to terminate.
  
Unemployment Appeal Won
December 22, 2017
Requesting help is not insubordination:
The employer terminated our client believing he engage in insubordination when he asked for additional help- but the Hearing Officer agreed that the request was not insubordination an therefore the employer lacked just cause to terminate.
  
Unemployment Appeal Won
December 22, 2017
Employer lacked just cause to terminate employee for being rude:
The hearing officer agreed that the employer failed to show that the employee was rude during an informal meeting over a cup of coffee, and thus the employer lacked just cause to terminate.
  
Unemployment Appeal Won
December 18, 2017
Employer with unclear job expectations lacked just cause to terminate:
The hearing officer agreed that the employer did not have just cause to terminate when it did not provide details about purported areas of concern and it was unclear about what it was expecting of the employee.
  
Unemployment Appeal Won
December 12, 2017
Not all mistakes warrant termination:
Due to a lack of training, and employee who made a mistake at work was terminated without just cause.
  
Unemployment Appeal Won
December 11, 2017
Facebook posts do not give just cause to terminate:
Employer did not have just cause to terminate an employee for his personal social media posts when they were posted from home, were not work related, and did not mention the employer.
  
Unemployment Appeal Won
December 5, 2017
Termination for a customer complaint was without just cause:
The Employer did not have just cause to terminate for a customer complaint when the employee simply informed the customer of a store policy and the employer lacked evidence that she was rude when doing so.
  
Benefits Approved
September 21, 2017
When employer cuts your hours, you do not have to bump another employee before resigning:
After employee's hours were cut in half she resigned. The employer argued that she should have bumped into another position which would have still been a 20% reduction in hours. The Hearing Officer disagreed and approved her benefits.
  
Benefits Approved
September 19, 2017
Termination for absences due to medical reasons is without just cause:
Employee not sufficiently at fault for absences due to migraines even though the absences exceeded the points allowed by the employer's attendance policy.
  
Benefits Approved
September 7, 2017
Employer lacked evidence to justify termination for alleged assault:
Employer's claim that employee attempted to assault another employee was not credible.
  
Benefits Approved
September 5, 2017
Employee did not resign by leaving early from work:
Employer's claim employee resigned was refutted by employee's email informing the employer they were just leaving early due to illness.
  
Benefits Approved
August 30, 2017
Employer cannot claim an employee is on leave when they send a severance agreement:
Severance agreement showed employee was terminated and the employer lacked just cause.
  
Benefits Approved
August 30, 2017
Termination of employee who followed instructions was without just cause:
Demonstrated that the employee was terminated for following instructions.
  
Benefits Approved
August 29, 2017
Termination based on anonymous witness statements is without just cause:
Hearing officer agreed that employer could not show just cause to terminate when it relied solely upon anonymous witness statements.
  
Benefits Approved
August 16, 2017
No Just Cause to Terminate for Attendance:
The hearing officer agreed that the Employer did not show sufficient tardies to justify termination and it had told the employee instead that he was terminated due to a lack of work.
  
Benefits Approved
August 3, 2017
Resignation at Advise of Psychiatrist is With Cause:
Employee who resigned due to the impact of her job on her mental illness was eligible for unemployment compensation.
  
Benefits Approved
July 28, 2017
Employee Error Did Not Warrant Termination:
Employer lacked just cause to terminate an employee who was given unreasonable expectations.
  
Benefits Approved
July 7, 2017
Allegations of Falsification of Records Not Substantiated:
Sivinski Law Offices showed that the employee followed the normal practice and had permission to adjust records.
  
Benefits Approved
June 27, 2017
No Just Cause to Terminate Employee Absent Due to Daughter's Medical Reasons:
Employer lacked just cause to terminate employee with significant absences because it failed to give any progressive discipline and absences were due to daughter's bona fide illness.
  
Benefits Approved
June 22, 2017
Job Requirements Changed Substantially After Hiring:
Employee accused of failing to meet job expectations approved for benefits, including nearly $7,000 in back-payments, because the job substantially changed.
  
Unemployment Appeal Won
June 20, 2017
Showed Employer Lacked Just Cause to Terminate:
It was shown that the employer lacked sufficient proof to terminate an employee for hanging up on a customer.
  
Unemployment Appeal Won
June 8, 2017
Employee Had Just Cause to Resign:
Employee who was put on light duty had just cause to resign when the employer offered not positions that would conform to the light duty requirements.
  
Unemployment Appeal Won
June 2, 2017
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"Brian is a very good attorney and I am very happy with the way that he handled my unemployment case. He is very professional and informative and easy to talk to and he explains concerns very well. I would recommend him to anyone. He is very thorough and made me feel very confident with him handling my case. Thank you very much for your hard work in my case."
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"Thank you Brian for representing me with my unemployment case. I was over whelmed and devastated at the loss of my job after 27 years of employment. You was my rock that helped me through this nightmare, I couldn't have done it without you. You are very professional and easy to talk to, I appreciate all you did for me."
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"Excellent service, not only did I win my case but the level of customer service was phenomenal!! Anytime i had a question it was answered so that i could understand it.
I was also extremely prepared and ready before we went to court.
It was such a nice process. I would recommend this company to anyone i know!!"  
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"Beat Walmart unemployment case!  Took the time to help me think this case through. Helped me prioritize the events that happened. Came up with a winning strategy that ultimately won my appeal hearing against the retail giant Walmart!"
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"There are only good things to be said about this Law Firm, Attorney Brian Smith and Attorney John Sivinski.  I was blindsided by separation at my former employment and then denied unemployment benefits as well.  In addition to the denial of benefits, I also lost two rounds of appeals.  Before my third appeal, which involved a phone hearing, I was very fortunate to find this Law Firm.  They were meticulous and extremely experienced in helping to turn the situation around."
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"Brian is very responsive and very thorough. I was very nervous throughout the process, and he made me feel relaxed and confident. I would highly recommend Brian to all my friends and family because I am confident he will not let them down, he is very trustworthy and personable. Thanks so much Brian for your professionalism and you eagerness to go the extra mile. You are an excellent attorney."
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"Mr. Smith is an amazing lawyer who listens and takes his time to make sure he understands every detail of your particular case. I would recommend him to my family/friends if ever needed. Mr. Smith helped me understand the procedure which helped me better prepare myself for my hearing. The outcome was exactly what we were looking for. Thank you!"
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"I was extremely happy working Brian & John on my case.  They were very thorough & easy to talk with.  I would highly recommend them to anyone!"
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"Great law firm.  My attorney help me immensely. My job fired me unjustly and they help me get my unemployment back. They help file everything and keep you updated on what going on. Very friendly and helpful. Wish these guys the best in the future!"
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"Brian and his colleague John were incredibly helpful and supportive. Not only did they make me feel secure, I felt represented and heard. I won my case with their help and hard work! I highly recommend them for anyone who is having to fight their employer for unemployment. I can not thank them enough!"  
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"Brian Smith is the best! He handled my claim in a most timely manner an professional manner. Could not have done this by myself. Bravo!!!"
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Smith's Ohio Legal Blog

Please keep in mind that the success of any legal matter depends on the unique circumstances of each case and we cannot guarantee particular results for future clients based on successes we have achieved in past legal matters.
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