Employer DUA Consulting & Claims Defense
Employer DUA Consulting & Claims Defense
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Minimize unemployment liability. Respond effectively. Preserve your business’s experience rating.
When a former employee files for unemployment benefits, missteps in your response can lead to costly charges, loss of appeal rights, or higher premiums. With OneCall HR’s Massachusetts DUA consulting, you’ll have expert guidance through protests, appeals, documentation, and strategy to defend against improper claims.
What Is DUA / Unemployment Claims in Massachusetts?
In Massachusetts, the Department of Unemployment Assistance (DUA) administers unemployment insurance (UI). Employers contribute quarterly into a UI trust fund and are responsible for handling claims filed by former employees.
When an employee files, DUA may send a UI Request for Informaiton to you. You typically have 10 days to respond. If you fail to respond timely or your response is insufficient, you could be disqualified from full participation (losing rights to appeal or cross-examine) and might be held liable for benefits paid.
If DUA initially finds the claimant eligible, they will issue determinations which may include "monetary" (wage/eligibility) and "non-monetary" (separation/misconduct) issues. You can then protest or appeal the determinations.
Massachusetts recently consolidated its systems so that employers now use Unemployment Services for Employers rather than the older UI Online + separate tax portals.
Why DUA Consulting Matters
Why DUA Consulting Matters
Protect your experience rating & contributions: A mismanaged claim can increase your UI tax burden.
Preserve your legal rights: Missing deadlines or providing weak responses may bar you from appealing.
Avoid liability for improper claims: In Massachusetts, if your response is deemed "inadequate", you may be held responsible for benefits improperly awarded.
Special rules & penalties: The DUA Commissioner can inspect your records at any time. If records are missing or inaccurate, fines or worse can follow.
State compliance nuances: MA has unique statuses and regulations (e.g. 430 CMR rules) that require precise handling.
Our DUA Services & Process (for MA Employers)
We tailor our approach depending on the complexity of separation (voluntary quit, misconduct, layoffs) and risk tolerance.
Massachusetts DUA FAQs
Massachusetts DUA FAQs
What happens if I don't respond within 10 days?
What happens if I don't respond within 10 days?
Without timely response ("good cause" exception is very narrow), you may forefit the right to full participation in the claim.
What makes a response "inadequate"?
What makes a response "inadequate"?
If your submitted information fails to adequately address DUA's questions, lacks evidence, or omits material facts. It's not enough to say "I disagree" - you must support your position.
Are appeals required?
Are appeals required?
Yes — if you disagree with the DUA’s decision, you must lodge an appeal within the timeframe allowed (often 10 days) to preserve rights to review.
Do rules differ by city or region in MA?
Do rules differ by city or region in MA?
No — MA DUA procedures are controlled at the state level (G.L. c. 151A, CMR 430), so the process is consistent across cities.
Can I reduce my liability even if the hearing decision is unfavorable?
Can I reduce my liability even if the hearing decision is unfavorable?
Possibly. Post-decision settlement, waiver requests, or planning adjustments to future policy and documentation may mitigate future risk.
Getting Started with OneCall HR
Getting Started with OneCall HR
Free DUA Risk Assessment - we'll evaluate your exposure and advise next steps.
Flat or hourly pricing options particularly for smaller claims.
Integrates with your existing HR systems - no extra burden on your HR team.
Ongoing advisory - we help you build processes to prevent future claims.
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