Voluntary Quit VQ 440 – Fact Finding Guide
- Did the claimant have an express or implied contact of hire, such as a union collective bargaining agreement?
- Was the claimant's situation addressed in written company policy or personnel practices?
- Did the agreement address the claimant's complaint?
- Was the agreement breached? By whom? In what manner?
- Did the claimant file a grievance or otherwise advise the employer that the conditions were unacceptable?
- How were the claimant's conditions more onerous than those of other employees?
- How had the circumstances changed since the agreement of hire?
- Was discriminatory conduct aimed directly at the claimant?
- Was the claimant being disciplined for violating an employer rule?
- Was the employer's action harsh or retaliatory?
- If the quit resulted from sexual harassment:
- Were job opportunities dependent upon the granting of sexual favors?
- Was the work environment intimidating, hostile, or offensive?
- Was the claimant's objection reasonable under the circumstances?
- Was the complained of conduct unwelcome or consented to? If the conduct was originally two-way, did the claimant tell the harasser that his/her consent was being withdrawn?
- What steps did the claimant take to remedy the situation before quitting?
Last Revised: 01/19/2022