MYTH: Fire an Employee During Probationary Period to Avoid Unemployment Liability

A common assumption among employers is that having a probationary period at the beginning of employment provides a safe-guard in terms of unemployment.  For example, a company might have a 90 day probationary period for all new hires.  A manager’s assumption is that they can terminate an employee during that 90 day window and the employee would be disqualified from receiving unemployment benefits because they are still a “probationary” employee.

This is not the case.

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